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4.1.2 Disadvantages of competence frameworks 
Competency frameworks are hard to develop. They require a clear understanding of the job and a focus 
to think in terms of what employees need to be able to do rather than what they need to be. 
Competences can be expressed at such a generic level ('innovativeness', 'leadership') that they become 
meaningless and difficult to measure. 
4.2 Coaching 
Coaching 
is an approach whereby a trainee is put under the guidance of an experienced employee who 
shows the trainee how to perform tasks. It is also a fashionable aspect of leadership style and a feature 
of superior/subordinate relationships, where the aim is to 
develop
people by providing challenging 
opportunities and guidance in tackling them. 
Step 1 
Establish learning targets
.
The areas to be learnt should be identified, and specific, 
realistic goals (eg completion dates, performance standards) stated by agreement with 
the trainee. 
Step 2 
Plan a systematic learning and development programme
.
 
This will ensure regular 
progress, appropriate stages for consolidation and practice. 
Step 3 
Identify opportunities for broadening the trainee's knowledge and experience
, eg by 
involvement in new projects, placement on interdepartmental committees, suggesting 
new contacts, or simply extending the job, adding more tasks, greater responsibility, 
etc. 
Step 4 
Take into account the strengths and limitations of the trainee 
in learning
,
and take 
advantage of learning opportunities that suit the trainee's ability, preferred style and 
goals. 
Step 5 
Exchange feedback
. 
The coach will want to know how the trainee sees their progress 
and future. They will also need performance information in order to monitor the trainee's 
progress, adjust the learning programme if necessary, identify further needs which may 
emerge and plan future development for the trainee. 
Note that coaching focuses on achieving specific objectives. 
4.3 Mentoring 
Mentoring 
is a long-term relationship in which a more experienced person acts as a teacher, counsellor, 
role model, supporter and encourager to another person with the aim of fostering the individual's 
personal and career development.