Coaching and mentoring – what's the difference? Why coaching and mentoring?

You will recognize that to survive and prosper in these tough times, your organisation has to be performing at the highest level of effectiveness. This means leadership skills, decision-making, staff relations, creativity, stress and time management, meeting control or sensitive issue handling, has to be of the very highest order. Executive coaching and mentoring can help you in all those vital areas and more, because it's all about the future ... ... discovering your hidden potential and achieving it – fast! What is coaching? The Chartered Institute of Personnel and Development (CIPD) lists some characteristics of coaching in organizations that are generally agreed on by most coaching professionals: • • • • • • • • • • • • •

It consists of one-to-one developmental discussions. It provides people with feedback on both their strengths and weaknesses. It is aimed at specific issues/areas. It is a relatively short-term activity, except in executive coaching, which tends to have a longer timeframe. It is essentially a non-directive form of development. It focuses on improving performance and developing/enhancing individuals skills. It is used to address a wide range of issues. Coaching activities have both organisational and individual goals. It assumes that the individual is psychologically healthy and does not require a clinical intervention. It works on the premise that clients are self-aware, or can achieve selfawareness. It is time-bounded. It is a skilled activity Personal issues may be discussed but the emphasis is on performance on work.

Coaching and mentoring processes Individual and management development can take place in many forms, some delivered by managers and some by internal or external coaches, or mentors. Robert Dilts defines the different activities as follows: Guiding: the process of directing an individual or a group along the path leading from present state to a desired state

Mentoring Coaching Ongoing relationship that can last for a Relationship generally has a set duration long period of time Can be more informal and meetings can Generally more structured in nature and take place as and when the mentee needs meetings are scheduled on a regular basis some advice. to set and achieve goals in order to improve a particular behavioural performance Teaching: helping an individual or group develop cognitive skills and capabilities Mentoring: helping to shape an individual’s beliefs and values in a positive way. Differences between mentoring and coaching The CIPD differentiates between coaching. with the The agenda is focused on achieving mentor providing support and guidance to specific. they are generally delivered by individuals with different qualifications and different relationships with their client. unless the coaching is to otherwise out-of-reach opportunities specific and skills-focused Focus is on career and personal Focus is generally on development/issues development at work Agenda is set by the mentee. It is helpful to understand these differences as. mentoring and counseling. . experience and open doors occupational role. often a longer term career relationship from someone who has ‘done it before’ Counseling: helping an individual to improve performance by resolving situations from the past.Coaching: helping another person to improve awareness. guidance or support Short-term (sometimes time-bounded) More long-term and takes a broader view and focused on specific development of the person areas/issues Mentor is usually more experienced and Coaching is generally not performed on qualified than the ‘mentee’. immediate goals prepare them for future roles Mentoring resolves more around Coaching revolves more around specific developing the mentee professional development areas/issues Counseling is a highly skilled intervention focused on helping individuals address underlying psychological problems. although many of the processes are similar. Often a senior the basis that the coach needs to have person in the organisation who can pass direct experience of their client’s formal on knowledge.

It assumes a person does not require a psycho-social intervention The agenda is typically set by the individual. but in agreement/ consultation with the organisation Other stakeholders are involved .Differences between counseling and coaching Counselling Broader focus and greater depth Goal is to help people understand the root causes of long-standing performance problems/issues at work A short-term intervention. but can last for longer time periods due to the breadth of issues to be addressed Counseling can be used to address psycho-social as well as performance issues The agenda is generally agreed by the individuals and the counselor Other stakeholders are rarely involved Coaching Narrower focus The goal is to improve an individual’s performance at work Tends for be a short-term intervention Coaching does not seek to resolve any underlying psychological problems.

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