Reference and guide to SFIA version 7. Framework status: Requirements.

#85 New Skill - Coaching/Mentoring: change request pending

Transfer of skills and knowledge through hands-on mentoring/coaching is an important part of the professional environment. At present this kind of skills/knowledge transfer is not well articulated by a skill in SFIA.

This could perhaps be better covered through making the expectations of mentoring/coaching clear in the Business Skills part of the LoRs, however there are clearly some people who are better at coaching/mentoring others, and at the senior level this is a recognised skill for managers/executives. Much as Performance Management (PEMT) has been identified as a specific skill, this change suggests consideration of adding Coaching/Mentoring as a specific skill.

Note that this is not the same as the development/exploitation/sharing of expertise found in Technical Specialism (TECH) and not the same as Learning Delivery (ETDL).

An outline description as follows:

Overall description: The transfer of knoweledge/skill to others through shared experiences.

Level 3: Able to transfer own knowledge to support others working at a similar or junior level in the same skill to develop that skill.

Level 4: Leverages own knowledge, and that of others (including the coachee/mentee) to assist in the develop of knowledge and skill related to their own area of competence.

Level 5: Can oversee and coordinate mentoring/coaching. Able to help others develop generical capabilities (e.g. as described by the LoR) as well as in their own and related area of competence.

Level 6: Works with managers, including peers and seniors to support the development of generic and specific capabilities critical to organisational success.

Attached to Skill management


Paul D Jagger says:
Jan 11, 2018 07:23 AM

My 2 pence on this topic... Coaching, Mentoring and Counselling are different things, and should not be treated as synonymous (as coaching and mentoring often are). There are good definitions elsewhere, but to paraphrase: Mentoring seeks to transfer knowledge/skill/expertise, Coaching seeks to improve performance (but does NOT transfer knowledge/skill/expertise), Counselling seeks to help with personal challenges of an emotional nature (e.g., relationships).

There's a temptation to place these in the realm of learning and development, and certainly coaching and mentoring are techniques that can be deployed to enhance professional development and support learning, but they are not tools that are the exclusive preserve of a tutor, trainer, lecturer, teacher or learning specialist. Rather they are tools that L&D professionals teach others to use in order that they may coach or mentor their protégés.

So there are two aspects to this:

L&D practitioners teaching professionals how to coach or mentor
Professionals deploying the skills of coaching or mentoring to develop others