What is coaching and mentoring pdf
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Coaching and Mentoring Summary
The mentor is responsible for providing support to, and feedback on, the individual in his or her charge. The best way to understand how coaching and mentoring relationships are structured is to do a side-by-side comparison:. Relationship is more likely to be short-term up to 6 months or 1 year with a specific outcome in mind.
However, some coaching relationships can last longer, depending on goals achieved. Traditionally more structured, with regularly scheduled meetings, like weekly, bi-weekly or monthly. Generally meetings tend to be more informal, on an as need basis required by the mentee.
Coaches are hired for their expertise in a given area, one in which the coachee desires improvement. Examples: Presentation skills, leadership, interpersonal communication, sales. Within organization mentoring programs, mentors have more seniority and expertise in a specific area than mentees.
The coaching agenda is co-created by the coach and the coachee in order to meet the specific needs of the coachee. Asking thought-provoking questions is a top tool of the coach , which helps the coachee make important decisions, recognize behavioral changes and take action. Outcome from a coaching agreement is specific and measurable, showing signs of improvement or positive change in the desired performance area. Outcome from a mentoring relationship can shift and change over time.
There is less interest in specific, measurable results or changed behavior and more interest in the overall development of the mentee. Now that you have a basic understanding of the difference between coaching and mentoring, how will you know which is best…working with a coach or working with a mentor?
When deciding whether to use a coach or a mentor, consider the goal you wish to achieve. The coach and the mentor will help professionals in different ways to accomplish their goals. In fact, some professionals use multiple coaches or multiple mentors throughout their careers, depending on their desired goals. In both coaching and mentoring, trust, respect and confidentiality are at the forefront of the relationship.
Here is an example of how a coach and a mentor could be used:. Jeremy is an energetic sales associate who has been identified as a high potential. While he is energetic and enthusiastic in sales team meetings, he turns into a different person when he is in front of senior managers. He becomes nervous, he fumbles and his mind wanders. His boss decides that he should work with a coach.
His boss hires a presentation skills coach to help Jeremy deliver more engaging presentations. A presentation skills coach will give Jeremy the specific tools he needs to ease his tension, allow him to focus and apply his natural energy to the presentation. Since Jeremy is new to the sales department and a natural with customers, his boss sees his career potential immediately.
He sees a bit of himself from 20 years earlier. He wants to groom Jeremy for a management position in the next few years. The boss has two options: To mentor Jeremy himself or to find another senior level sales professional to mentor Jeremy.
Sometimes the boss plays the role of coach or mentor; sometimes, it is more appropriate to select another person either inside or outside the organization to assist the professional who needs help.
Once you see early results, you will know if your decision was the right on or if it needs to be modified. As you can see, being involved in a coaching or mentoring relationship can enhance your professional and personal life in ways that you could not achieve on your own.
Keep your mind open to the possibilities. When you have been coached and mentored, then you can pay it forward by coaching or mentoring others. Take what you have learned and pass it along to those who can benefit from your knowledge and experience.
Subscribe to Our Blog. Skip to main content. Live Chat. Know the Difference Between Coaching and Mentoring. Definitions The best place to start is a definition of coaching and mentoring. The best way to understand how coaching and mentoring relationships are structured is to do a side-by-side comparison: Topic Coaching Mentoring Timeframe Relationship is more likely to be short-term up to 6 months or 1 year with a specific outcome in mind.
Relationship tends to be more long-term , lasting a year or two, and even longer. Structure Traditionally more structured, with regularly scheduled meetings, like weekly, bi-weekly or monthly. Expertise Coaches are hired for their expertise in a given area, one in which the coachee desires improvement.
Agenda The coaching agenda is co-created by the coach and the coachee in order to meet the specific needs of the coachee. The mentoring agenda is set by the mentee. The mentor supports that agenda. Questioning Asking thought-provoking questions is a top tool of the coach , which helps the coachee make important decisions, recognize behavioral changes and take action.
Outcome Outcome from a coaching agreement is specific and measurable, showing signs of improvement or positive change in the desired performance area.
Here is an example of how a coach and a mentor could be used: Jeremy is an energetic sales associate who has been identified as a high potential. As you delve deeper into working with a coach or a mentor, consider these final tips: Decide what assistance you need.
Are you trying to figure out how to climb the corporate ladder? Do you want to be considered for more high-powered job assignments? Do you have an interest in working on more internal committees? Would you like to improve your presentation skills so you can deliver more presentations at national conferences?
Are you interested in managing a community project for your company? When you decide what your need is, find an appropriate coach or mentor. Trust and respect your coach or mentor. Every meaningful relationship is built on the foundation of trust and respect.
Establish ground rules. Determine how often you will meet, how long your relationship will last, outline of roles, importance of confidentiality and preferred methods of communication and feedback. Determine your outcome. What do you want to have happen to you at the end of the relationship?
Discuss this with your coach or mentor. Open your mind and heart. Learning from someone who has more experience than you do and who can share successes and failures openly is a tremendous gift. The key to getting the most out of the relationship is your ability to enter into the relationship with as open a mind and heart as possible. Expect the unexpected.
Christine Zust. The Center for Corporate and Professional Development. Division of University Communications and Marketing. Summit St. Kent, OH Contact Us YourTrainingPartner [at] kent.
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Coaching and Mentoring
What are the similarities and differences between coaching and mentoring, and where does councelling fit? Having glimpsed the complexity and diversity of the professional disciplines, methodologies and theories that have helped shape coaching, it should come as no surprise that there is no one single definition of coaching Renton Quotations below Hawkins illustrate the variety of definitions put forward by some of the leading practitioners in the field. It is helping them learn rather than teaching them. A collaborative, solution-focused, results-oriented and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee. Primarily a short term intervention aimed at performance improvement or developing a particular competence. The coach works with clients to achieve speedy, increased and sustainable effectiveness in their lives and careers through focused learning.
Coaching and Mentoring
What are the benefits of coaching and mentoring employees? Coaching and mentoring an employee makes them more valuable to your organisation by developing and enhancing their skills—both professionally and personally. By being interested in the growth of your staff, you're showing them that you care about their progress. And this can increase their loyalty to you. Some choose one method over the other.
Coaching and mentoring serve as learning tools in the workplace that can lead to empowering your employees. The employees who are coached and mentored often receive the greatest benefit, but the coach or mentor also benefits and may feel a sense of empowerment from the relationship. Understanding the dynamics and outcomes of this type of workplace learning strategy helps you evaluate the need for a coaching program in your small business.