Coaching And Mentoring: Dynamic Duo

Dynamic Duo

Coaching and mentoring use the similar skills and approach, however coaching is short term task-based and mentoring is an extensive term relationship. When observing the coaching and mentoring landscape, confusion surrounds this dynamic duo (Salter & Gannon, 2015).

Coaching

Coaching is a useful way of developing people 's skills and abilities, and of heightening performance. Rocereto et.al (2011), defined coaching as a “method which aims to achieve self-actualization by facilitating learning and development processes to promote the resource base of another person.” This particular management style can assist with minor issues and challenges before they become major problems. The coaching management style, is an effective process

In addition to managing and motivating people, it is also important that managers help others learn, grow and become more effective in their jobs. Mentoring is an effective low-cost means of making the most of an in-house experience and developing the potential of as an employee in the workforce. The workplace provides mentoring the opportunity to shape an individual’s beliefs and values in a positive way, which often results in a long term career relationship with someone of experience. A mentor has a deep personal interest, personally involved—similar to a friend who cares about you and your long term development (Ramalho,

A coach has a set agenda to reinforce or change skills and behaviors.

Misconceptions

Many argue that much of the definitional confusion arises because mentoring and coaching skills overlap to some extent: Coaches in stimulator style are behaving like a mentor – using their own experience to ask questions that lead learners to their own insights and conclusions, helping to develop their own wisdom...But mentors have a number of other roles to play, which are typically outside the coach’s remit

Coaching and Mentoring are not the same thing. Our results and experience support the conclusion that mentoring is a power free, two-way mutually beneficial learning situation where the mentor provides advice, shares knowledge and experiences, and teaches using a low pressure, self-discovery approach. “While coaching has traditionally been perceived as a remedy for poor performance and as an approach that links individual effectiveness with organizational performance” (Ellinger, Hamlin, & Beattie, 2008). The mentor is both a source of information/knowledge and a Socratic