List of Terminologies and Definitions

    1. Accreditation: is the formal recognition that a program, institution, or organization meets and maintains specific standards of quality and competence. It serves as a seal of approval from a reputable organization.
    2. Accountability: The responsibility of individuals to take ownership of their actions and decisions during the coaching or mentoring process.
    3. Active listening A communication technique used by coaches and mentors to fully understand and engage with individuals, involving attentiveness to their words and underlying messages.
    4. Active Questioning: A technique used by coaches and mentors to stimulate critical thinking and deep reflection about situations, actions, and goals.
    5. Agreement: A mutual understanding between the coach and the coachee or the mentor and the mentee about the terms and conditions of their professional relationship.
    6. Analogy: A comparison used to explain or illustrate a concept in coaching or mentoring.
    7. Assessment: Tools or methods used to evaluate an individual's skills, abilities, and progress in a coaching or mentoring context.
    8. Authenticity: The alignment of one's words and actions with their personal values and desires, promoting genuine interaction in coaching or mentoring.
    9. Blaming: The act of attributing responsibility for one's issues or failures to others, often seen as a way to avoid personal responsibility.
    10. Body Wisdom: The ability to perceive and interpret physical sensations in response to emotional stimuli, often used in coaching or mentoring to promote self-understanding.
    11. Burnout: is a state of complete chronic physiological and emotional exhaustion often associated with high-stress work environments, which coaches or mentors can help individuals manage.
    12. Business Coaching: A specialized form of coaching that supports business owners in overcoming challenges and achieving their business goals.
    13. Career Coaching: A specialized form of coaching that supports individuals in making informed decisions about their career development and progression.
    14. Certification: A formal recognition that validates an individual's qualifications and professional competence in a specific industry or field, often awarded upon completion of a specific program or meeting certain criteria.
    15. Change Fallacy: The belief that others in one's life should change for one's benefit, often leading to disappointment when this does not occur.
    16. Code of Ethics: A set of principles that guide professional behaviour and decision-making, ensuring integrity and professionalism in coaching and mentoring.
    17. Cognitive Behavioral Coaching (CBC): A coaching approach derived from evidence-based psychological models, aimed at helping individuals overcome self-defeating thoughts and behaviors.
    18. Cognitive Dissonance: The mental discomfort experienced when there is a discrepancy between what an individual believes and what they have experienced.
    19. Complaints Procedure: A structured process that allows individuals to express dissatisfaction or raise concerns about a service, individual, or organization, ensuring that grievances are addressed appropriately.
    20. Compliance with Laws and Regulations: The adherence to applicable rules, laws, and guidelines, fundamental to operating legally and ethically in any professional role.
    21. Continuous Professional Development (CPD): An ongoing process of learning and development that professionals engage in to enhance their skills, knowledge, and expertise beyond their initial training.
    22. Coaching: A developmental process where an individual (coach) supports another individual (coachee) in achieving specific personal or professional goals.
    23. Counselling: A therapeutic practice that helps individuals deal with personal issues, differing from coaching and mentoring in that it often deals with emotional challenges rather than future goals and development.
    24. Course: A structured program of study over a specific period of time, providing a framework for learning and development in coaching and mentoring.
    25. Course Standards: The set criteria or benchmarks that a course is expected to meet to ensure its quality.
    26.  Credentials: These are qualifications or achievements that validate an individual's competence or suitability for a task or role in the coaching or mentoring field.
    27. Curriculum: A comprehensive set of planned learning experiences designed to help learners achieve specific educational or developmental goals.
    28. Decision: The conclusion or resolution reached after careful consideration or deliberation, often in the context of a coaching or mentoring relationship.
    29. Developmental Mentoring: This type of mentoring focuses on the holistic development of the mentee, encompassing both their professional and personal growth.
    30. Directive Mentoring: A mentoring approach where the mentor provides direct advice and guidance, often taking a more active role in the mentee's learning process.
    31. Disciplinary Procedures: Formal processes for addressing disciplinary issues, including allegations of misconduct or substandard performance in a coaching or mentoring context.
    32. Empathy: The ability of the coach or mentor to understand and share the feelings of the coachee or mentee, fostering a strong and effective relationship.
    33. Ethics: The moral principles that guide an individual's behaviour or the conduct of an activity, defining what is considered right and wrong in a professional context.
    34. Facilitation: A technique used by coaches and mentors to guide coachees or mentees towards self-discovery and self-directed learning.
    35. Feedback: Constructive information or criticism about an individual's performance, used to enhance their skills and behaviours in a coaching or mentoring context.
    36. Goal Setting: The process of identifying specific, measurable, achievable, relevant, and time-bound (SMART) goals in the coaching or mentoring process.
    37. Governing Body: An organization or group of individuals who have the authority to construct and implement laws and decisions on behalf of a larger group or entity.
    38. Growth Mindset: A belief that one's ability and innate intelligence can be developed through dedication and hard work, often encouraged by coaches and mentors.
    39. Insurance: A contractual agreement providing financial protection or compensation against losses or damages, often relevant in the context of professional coaching or mentoring services.
    40. Integrity: The quality of being honest and upholding strong moral principles, a fundamental trait expected in professional conduct.
    41. Investigation: A systematic and formal inquiry or examination to discover and examine facts or allegations, often part of maintaining accountability and integrity in a professional context.
    42. Mentee: The individual who is receiving mentoring, benefiting from the guidance and support of a more experienced or knowledgeable person.
    43. Mentorship: A professional relationship where a person with more experience (the mentor) provides guidance and support to a less experienced individual (the mentee).
    44. Motor Training: A type of training that involves improving the coachee or mentees motor skills, often used in sports coaching.
    45. Non-Directive Coaching: A coaching approach where the coach facilitates self-discovery and learning, rather than providing direct advice or instructions.
    46. Ongoing Requirements: The continuous responsibilities and/or criteria that need to be met to maintain a certain status, such as accreditation or certification.
    47. Peer Coaching: A type of coaching that takes place between individuals of similar experience or status, fostering mutual learning and growth.
    48. Performance Coaching: A subset of coaching that focuses on enhancing an individual's performance in a specific area, often related to their professional role or tasks.
    49. Professional Development: The process of improving and increasing the professional skills and knowledge of the coachee or mentee, often a key focus in coaching or mentoring relationships.
    50. Professional Indemnity Insurance: liability insurance that provides protection to professionals and their businesses by providing coverage for potential claims and
    51.  Professionalism: The conduct, behaviour, and attitude required from a client or employee who is trained to do a job well, often characterized by ethical and appropriate behaviour.
    52. Protection of Reputation: The process of safeguarding the public perception and good standing of an individual or organization, often involving careful management of both internal conduct and external communications.
    53. Reflection: The act of thinking deeply about one's actions, behaviour's, and progress, often facilitated by a coach or mentor to promote self-awareness and learning.
    54. Reporting of Violations: The act of whistleblowing to the appropriate authority about a breach of rules, regulations, or standards, crucial for maintaining accountability and integrity in a professional context.
    55. Resilience: The ability to recover in a speedy fashion from difficulties or challenges, often a quality that coaches or mentors help individuals develop.
    56. Review: The process of scrutinising a process with the intention of verifying its suitability or effectiveness, or identifying areas for improvement.
    57. Self-Awareness: The conscious knowledge of one's own character, feelings, motives, and desires, often a key area of focus in coaching or mentoring.
    58. Skills coaching A type of coaching that focuses on the development and enhancement of specific skills, often related to the coachees professional role or tasks.
    59. Supervision: The act of oversight regarding the work or tasks of coaches/mentors, often to ensure standards are met and to provide support and feedback.
    60. Training Course: A structured program designed to teach coachees or mentees the skills needed to perform certain tasks or functions.
    61. Transformational Coaching: A type of coaching that aims to bring about significant change in the coachees life or career, often involving deep personal development and growth.
    62. Trust: A fundamental aspect of the coaching or mentoring relationship where the coachee or mentee feels safe and confident in sharing their thoughts and feelings.
    63. Values: The principles or standards of behaviour that are important to the coachee or mentee, often a key area of focus in coaching or mentoring to align actions with personal beliefs.
    64. Visioning: A process in coaching or mentoring where the coachee or mentee is guided to envision their desired future or goals.
    65. Well-being: A state of being comfortable, healthy, or happy, often a key area of focus in coaching or mentoring to promote overall life satisfaction.
    66. Work-Life Balance: A concept that involves balancing the demands of work with personal life, often a key area where coaches and mentors provide support.
    67. Zone of Proximal Development (ZPD): A concept in educational psychology that refers to the difference between what a client can do without help and what they can do with help, often a key area of focus in coaching or mentoring to facilitate learning and development.


These definitions should provide a clearer understanding of the terms used in the policies and procedures.