Essay On Coaching And Mentoring

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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
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But a coach’s relationship is likely to be much shorter. Personal issues can be discussed but the primary focus is on performance at work. Coaching allows feedback on the learner’s strengths and weaknesses. Both mentoring and coaching are open, honest relationships between the mentor or coach and their colleague. A mentor or coach is an ‘accountability partner’ who coaches another person in terms of helping the other person keep a commitment. They will bring a new approach to either a specific skill or an entire career.

Mentoring or coaching is not about teaching, instructing or telling someone what to do but about asking the employee 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 employee reaches the set goals and learns new behaviour. The process continues until everybody is satisfied that the objectives have been

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