Mentoring and coaching, continued

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 build wisdom – the ability to apply skills, knowledge and experience to new situations and processes.

Coaching - 

The focus is on meeting very specific objectives within a set period of time. 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 time frame 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.

Parallels between mentoring and coaching

Both mentoring and coaching take place independently of line managers – they are open, honest relationships between the mentor or coach and their protégé. A mentor or coach is an ‘accountability partner’ who works in their protégé’s best interests. He or she will bring a new approach to either a specific skill or an entire career.

Neither mentoring nor coaching is about teaching, instruction or telling somebody what to do. The role of mentors and coaches is to ask their protégé the right questions to promote greater self-awareness and more informed decision making. The role of mentors and coaches is not to solve problems, but to question how the best solutions might be found.

The mentoring or coaching process evolves over time. The aims are not inflexible, but may change as the protégé reaches the set goals and learns new behaviour. The process continues until everybody is satisfied that the objectives have been achieved.

Mentoring and coaching

Definition and concept
‘Mentoring relates primarily to the identification and nurturing of potential for the whole person. It can be a long-term relationship, where the goals may change but are always set by the learner. The learner owns both the goals and the process. Feedback comes from within the mentee – the mentor helps them to develop insight and understanding through intrinsic observation, that is, becoming more aware of their own experiences.’
‘Coaching relates primarily to performance improvement (often short-term) in a specific skills area. The goals, or at least the intermediate or sub-goals, are typically set with or at the suggestion of the coach. While the learner has primary ownership of the goal, the coach has primary ownership of the process. In most cases, coaching involves direct extrinsic feedback (i.e. the coach reports to the coachee what he or she has observed).

Objectives
It is important to understand that individuals are unique and organisations differ. Therefore both individual and organisational goals vary widely. Common objectives are required in order to:
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achieve results either individually or in teams
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assist managers with team building
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help individuals gain clarity in their thinking and commitment
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challenge and help individuals to change limited beliefs
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help managers to become a source of support rather than a threat, for example, to assist them in bringing out the talent and potential of their team
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identify and solve problems
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make decisions, implement changes and overcome obstacles
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plan for the future and take advantage of potential new opportunities.
To Be continued.......