Why Organizational Coaching/Mentorship?
Although the works, publications and even trainings of STGM focus on specific subjects and areas, they are not particularly developed for a single CSO inherently. For this reason, we try to plan and provide specific supports for organizations by Information Centre. One of these specific supports is an organization-specific, structured and medium-term expertise support, called “organizational coaching/mentoring”.
How does the Programme Work?
Organizations to be supported within the context of organizational coaching/mentoring programme assess conformity of their needs in cooperation with expert(s) of Information Centre. They determine the content, format and schedule of organizational coaching together, and they carry out face-to-face or online works at certain periods of time, based on decided working method.
The main topics may be supported within the scope of the organizational coaching/mentorship programme are as follows;
- Participation and Organization Works
- Digital Advocacy Campaign Development
- Local and National Networking
- Policy Monitoring and/or Shadow Reporting
- Organizational Development Studies
- Strategic Plan Development
- Organizational Level Monitoring and Evaluation
- Volunteers Cooperation Programme Development
- Communication Plan Development
- Digital Communication Plan Development
- Corporate Finance Management
- Rights-Based Approach Adaptation1: In line with organizational needs, embedding gender equality, children's rights, disability rights, environmental/ecological rights ito organizational works
As STGM, we have been providing organizational coaching/mentorship supports to more than 100 CSOs so far.
You can contact Information Centre to find out currently available organizational coaching/mentorship programme in line with your needs and requirements.
1.Based on the United Nations human rights principles and international law, the right based approach defines individuals as “right holders”, the state and some non-state actors (obligated to fulfill the holders' rights) as “duty bearers and aims to promote and develop human rights by regulating the relationship between right holders and duty bearers.
The capacity development is the process through which individuals, organizations and societies obtain, strengthen and maintain the capabilities to set and achieve their own development objectives over time.1
1.Capacity Assessment Practice Note, UNDP. file:///Users/stgm/Downloads/capacity_assessment_-_undp_2008.pdf
A capacity assessment is an analysis of desired capacities against existing capacities which generates an understanding of capacity assets and needs that informs the formulation of a capacity development response. To support this process effectively requires identifying what key capacities already exist and what additional capacities may be needed to reach these objectives.
Some of the methods applied in the assessment of organizational capacity are as follows;
- “Self-assessment”, in which the organization mobilizes its own resources ( such as teams, tools, methods and reports) for examining and evaluating organizational capacities and competencies,
- “Assessment”, is a process which the evaluation to be outsourced for the analysis of institutional situation and competence of the organization
- “Participatory self-assessment”, in which external experts and facilitators are involved but institutional capacity is ultimately assessed by a team formed within the organization. In this method, the facilitators do not lead the process, but support it. In other words, “participatory self-assessment” can be described as a capacity building work itself.