Past Paper On Coaching And Mentoring For Revision
In the modern workplace, a manager is no longer just a “boss” who barks orders; they are a facilitator of growth. Coaching and Mentoring are the two most powerful tools in a leader’s kit. While they are often mentioned in the same breath, they are distinct disciplines with different goals, timelines, and techniques.
Below is the exam past paper download link
Past Paper On Coaching And Mentoring For Revision
Above is the exam past paper download link
For students, this unit is about more than just “being nice.” It is about the psychology of development, the ethics of influence, and the structural models that turn a simple conversation into a life-changing breakthrough. To help you master these nuances and prepare for your finals, we’ve put together a specialized Q&A guide and a direct link to download Coaching and Mentoring past papers.
Why Use Past Papers for Coaching and Mentoring?
Revision in this field requires a shift in mindset. You aren’t just memorizing facts; you are learning how to handle human dynamics. Using past papers helps you:
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Differentiate the Two: Practice explaining why a “coach” might not need to be an expert in the learner’s field, while a “mentor” almost always is.
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Master the Models: You’ll see how frequently the GROW Model and the Seven-Stage Process appear in essay questions.
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Set Boundaries: Past papers often present ethical dilemmas—like what to do if a mentee shares a personal secret. Learning the “exam-correct” response is vital.
Essential Q&A: Mastering the Mentorship Exam
Let’s dive into the core concepts that examiners return to year after year.
Q1: What is the fundamental difference between Coaching and Mentoring?
This is the “Level 1” question that catches many students off guard. Coaching is usually short-term and task-based. It focuses on specific skills or performance goals (e.g., “I want to be better at public speaking”). Mentoring is a long-term relationship focused on overall career and personal development. A coach is a “facilitator,” whereas a mentor is a “guide” or “wise counselor.”
Q2: How do you apply the ‘GROW’ Model in a coaching session?
The GROW Model is the gold standard for coaching. In an exam, you must define each letter:
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G – Goal: What does the learner want to achieve?
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R – Reality: Where are they now? What challenges are they facing?
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O – Options: What could they do? What are the possible paths?
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W – Will (or Way Forward): What will they do? What is the specific action plan?
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Q3: What is ‘Active Listening,’ and why is it the “Heart” of Mentoring?
Active listening isn’t just staying quiet while the other person speaks. It involves verbal and non-verbal cues—nodding, maintaining eye contact, and, most importantly, Paraphrasing and Reflecting. In your exam answer, explain that active listening builds the psychological safety necessary for a mentee to be honest about their weaknesses.
Your Revision Power-Up: Download the Past Papers
A textbook tells you what coaching is, but a past paper shows you how to prove you understand it. We have curated a library of Coaching and Mentoring past papers covering everything from the Contracting Phase to the Termination of the Relationship.
[→ CLICK HERE TO DOWNLOAD COACHING AND MENTORING PAST PAPERS (PDF) ←]
3 “Master Coach” Tips for Your Exam
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Focus on “Power Dynamics”: When discussing the relationship, mention that coaching should be a partnership of equals. Avoid suggesting that the coach should “tell” the student what to do; instead, use the term “Guided Discovery.”
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Ethics and Confidentiality: Always mention the importance of a Coaching Contract. This document sets the ground rules for what will be kept secret and what the goals are. It protects both parties.
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The GROW+ Model: If you want the top marks, mention that the GROW model can be expanded to TGROW (Topic, Goal, Reality, Options, Will). Adding that extra layer shows the examiner you’ve gone beyond the basic curriculum.
