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Similarities And Differences Between Coaching And Mentoring

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Understanding the skills, principles and practice of effective management coaching and mentoring

1.1 Define what coaching and mentoring is within the context of an organisation and explain the similarities and differences between coaching and mentoring
There are many definitions for the differences between coaching and mentoring. One of which is:

“Differences between mentoring and coaching
Mentoring - Mentoring is an indefinite, relationship based activity with several specific but wide ranging goals. It does not have to be a formal process. The mentor is a facilitator who works with either an individual or a group of people over an extended time period. The agenda is open and continues to evolve over the longer term. Mentoring seeks to …show more content…

Coaching is mainly concerned with performance and the development of certain skills. It usually takes place on a one-to-one basis and has a very specific purpose. There is usually a planned programme with a much shorter timeframe than in mentoring, so the learning goals are usually determined in advance. Mentoring and coaching can be ‘stand-alone’ activities, but they can also be used to complement each other.”

There has been much debate on the differences and similarities of coaching and mentoring. Coaching and mentoring are used for a variety of purposes to develop managers and leaders. They support change in the working environment, help to reduce stress, develop independence and improve performance and skills. How successful these can be for an organisation will depend on a number of factors: the culture of the organisation, the skills of the mentor or coach and the importance placed on learning and development within the organisation.

Mentors are generally seen as more experienced members of an organisation who share their experience with less-experienced colleagues, to support their development. Coaching focuses on performance and attainment. More commonly, coaches are linked to sports. More often than not, coaches are line …show more content…

The team said they come in and do their jobs and that should be enough. They would come to performance management meetings unprepared and without any thoughts for the next year’s objectives. I became line manager without any training other than about an hour’s performance management training from the Principal. I know now that there is much more to the process than just asking someone what they want to do next year. I understand about asking appropriate open-ended questions. I also know that the conversation should be predominantly run by them. The same objective was set last year for two of the team following discussion with them at the performance management review. Although we had the discussion the objective set was my idea and I told them what their objective was. This I know as a coach or mentor is not the way to do things. It did not help my relationship with them as they saw me as telling them what to do. I feel that performance management review meetings this year will run much better because I have knowledge of how the process should run and what I should be doing and saying. Lack of experience and training is a barrier to a successful coaching or mentoring process. Currently four team leaders are undertaking mentor coaching training sessions to develop their skills and understanding to help with managing

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