Mentoring And Coaching Research Paper

The main difference between a Coach and a Mentor is that, the mentor has a deep personal interest, personally involved for example a friend who cares about the person and the long term development. Whereas a coach develops specific skills for the task, like challenges and performance expectations at work.

This report will determine the value of coaching and mentoring; highlight some factors to consider when developing coaching and mentoring and show models and methods

Clutterbuck & Megginson (1999, p.17) describe mentoring as being like ‘standing in front of a mirror with a trusted other, who can help you see things that you do not know how to see, or that have become too familiar for you to notice’. It is a helping relationship between an individual with potential and an individual with expertise. This multi-dimensional relationship is a partnership between those in similar roles, who can support each other. A number of roles of the mentor have been listed by Bolton (2010, p.193): role model, enabler, teacher, encourager, counsellor, befriender, facilitator, coach, confidante, supporter and ‘un-learner’. To be successful roles and responsibilities of those involved need to be clear and they need to be matched to each other and understand expectations of them.

Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee

Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership

Coaching and mentoring use the same skills and approach but coaching is short term task-based and mentoring is a longer-term relationship.

"Mentoring is a special quality, skill set and attitude," she says. "The benefits are not only between the mentor and mentee, but the future generations."

but at the same time a coachee will need a push to reach and achieve

Firstly this essay will look at the difference between coaching and mentoring. Both coaching and mentoring are processes that allow both individual and schools to achieve their full potential.

I love the sentence that which appeared in the Stephen Dunn’s Poem the image. It said “if you come to realize the imagined woman can only satisfy your imagination.” This Quote has reminded me that nowadays people are really care about appearance more than inside beauty. They try to find a lot of ways to make themselves looks perfect, beautiful and handsome. I really love this quote as, it really tell the truth of this society. Also this quote work really well into the poem, this quote didn’t use any specific special world, but it still fit into the content of the poem.

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

Coaching can take many forms, life coaching, business coaching, performance coaching etc. As with mentoring and counselling it is about helping the individual to gain self awareness, but it is goal focused and action is required so that the individual can move forward. The goal setting process has two components: skill development and psychological development. The outcome sought is that the "coachee" will achieve the goals set, and

The chartered Institute of Personnel and Development in the UK (CIPD 2009) reports that 79% of survey respondents are using coaching within their organisation and that 77% say coaching has been increasing in recent years. It is therefore no surprise that the large UK-based customer facing organisation, where I am hypothetically working as a human resources manager, has made a commitment to deliver coaching and mentoring to improve performance over the next two years. The aim of this report is to highlight how coaching and mentoring differs from training, and to also explain how the use of coaching can

Developing talents is one of the vital ways of assuring an organization to have leaders it will require for a strong future and easy transition of power. Talent Development Programme (TDP) is a plan that is targeting to improve talents by providing intensive, extra-curricular opportunities for training leadership and problem-solving skills in addressing real world concerns, such as diversity, sustainability, integration or financial regulation (Bailey & Morley, 2006, p. 214). TDP activities include seminars by academic or financiers and debates with industrialists or politicians. Students can attend training from a field expert and then organize a follow-up activity. Contemporary companies are turning to mentoring and coaching programs for talent development. These programs tap the value of the internal employee resources in developing other, which saves cost, time, and boosts overall employee satisfaction. Coaching helps an employee to get the best performance from themselves – the potential that was already there. Mentoring works alongside coaching and it helps to prepare someone moving to a new role, working in a different or new environment, taking on new responsibilities, or building confidence to develop career further.

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.