Mentoring
Mentoring is generally an informal relationship between two people. A mentor will do many of the same things as a coach or even someone who is a trainer, but there is no formal obligation on the part of either party. A mentoring relationship often develops gradually from a friendship or a professional association, intensifies as the mentor discovers he has valuable insight and experience to share, and as the person being mentored discovers his desire to learn from the mentor. The two people will at some point recognize the special nature of their relationship, but may not name it. And as life circumstances change, the relationship will gradually de-intensify. It will often turn into a friendship of peers.
Coaching
Think of an
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The person being coached has a specific goal to achieve. It can be long term or short term, but it is specific. The coach is there to help that person meet their goal. Once the goal is met, the relationship is re-evaluated.
Here are some of the ways that coaching can happen (actually, mentors do these things too):
• The Socratic Coach – asks lots of probing questions.
• The Hands-On Coach – shows people a way to solve a problem, but leaves it to the individual to mimic or do something different.
• The Intervention Coach – mostly observes and at key moments intervenes to help an individual choose a specific path of action.
• The Guiding Coach – provides constant (usually gentle) reminders to help an individual keep withing a specific path of action (guide
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Having established rapport, the coach asks questions to explore why the project manager needs help: what are the specific internal problems or issues that need resolving; the goals to be agreed; the reality check on the possibilities; the resources the project manager can bring to bear in a sense of owning the solution; and a way forward to success.
The coaching process approach is independent of the content of the problems or issues. (The project management process is likewise independent of project content.) The coach needs to be completely open minded and flexible, since all project managers are different individuals, with their own potential, thinking preferences and behaviours, personal problems and issues, seeking help in how to get from where they are now to where they want to be.
To be successful, coaching needs to be totally private and
This constitutes the single largest barrier to successful coaching. Common barriers to
As I have asserted, coaching is far more than winning or losing. A coach is an essential cog in shaping qualities such as sportsmanship, competitiveness, self discipline, and work ethic. A quality coach can build a player up while a bad coach can tear them down. My goal as a coach was to always leave the player striving to be the best they could be. A good coach
Personal coaching as defined by Biswas – Diener (2009) is a professional relationship in which coaches work with clients to facilitate experiential learning and improve functioning and performance, of in the context of working toward specific goals. Some core assumptions that people have an innate capacity to grow and develop a focus on mutually agreed upon goals, and an understanding that the relationship is relatively equal and collaborative as stated by the author (2009). Some techniques that are in seen during a coaching process include but are not limited to the following list as provided by the author: active listening, the use of powerful questions which are based on broad and open-ended to raise awareness of the client to take stock of their values and resources, cognitive tools are used to reframe negative interpretations, use different types of encouragement tools, and that clients are held accountable (2009). The topics that will be discussed in this paper include what skills do I current have, which skills need to be develop, my comfort level and effectiveness, coaching approaches (including methods and tools), any challenges about coaching and finally how coaching relates to my professional career.
Mentoring is the process of developing an individual or group, through guidance and giving advice. There is no age restriction between the mentee and mentor. The focus of the mentoring is not just to develop a particular area but to grow the individual or group as a whole. In essence the mentor keeps the big picture in mind through his/her mentoring. This can be specific to an industry, skills, experience but not limited to these particular factors.
This makes the individual attain their desires and aspirations. I suppose that Christian coaching refers to the art of working with individuals by moving them from where they are currently to the position that God intends them to be at. I guess many individuals are in need of a Christian coach because of desire to expand their vision of their future, encourage their spiritual journey, and to gain confidence while facing life. I support the author’s position that coaching has a great difference from counseling. By counseling, one must be going through certain difficult moment or challenges, which has a negative impact on the individual's psychology.
"Writing is an act of faith; I believe it's also an act of hope, the hope that things can be better than they are”. Intelligently said by Margaret Atwood, the author of the novel The Handmaid’s Tale. In her novel, she used narrative forms and conventions to communicate the universal truth of hope. Atwood chose to write the story narrated from the first-person point of view to deliver hope to the readers that she has some sort of control. Furthermore, the novel’s plot curtails on a cliffhanger to leave a small hope through the possibility of her survival and her story ending merrily.
Lennard (2010) reminds us that the models merely provide an outline, a structure, and a direction. She also emphasizes the models are used to facilitate a method of exploration which is extremely important for client self-awareness and continual development. Coaching is centered on unlocking a person’s potential to maximize his or her own performance. Focusing on improving performance and developing skills is essential for an effective coaching outcome (Fielden, 2005). The use of a model can lead to greater insight and understanding by simplifying and clarifying this process.
Both counselling and mentoring utilise a lot of the same skills (Clutterbuck and Megginson, 1999), confusing people about which one they need. They are both based on the needs of the client, with an agenda set by the client and share the key aim of attempting to enable clients to help themselves. However, mentoring’s structure is much more informal, sessions can be spontaneous, mainly only when the mentee needs support or advice, unlike counselling where sessions are predetermined and more regular. Additionally, mentoring does not attempt to resolve deep underlying issues, instead it is the acquisition of wisdom to help the mentee progress. Another major difference between the two is that a dual relationship between a mentor and mentee is more accepted and beneficial than between a therapist and client (Bluckert, 2005). As the relationship is slightly different, a mentor is able to provide direction or advice, unlike a counsellor, who enables not advises. Overall, the two may share similar skills, but have very different
Coaching is like any other career— there has to be a passion for it. Not just anybody can take part in being a coach. There are so many assets that have to be considered to be a mentor or guide for another human being. If a player or team allows someone to be their coach or gives them that opportunity to have a positive impact on their life, then they are confident and trustworthy of whom that person is and will allow them to prove their ability to the best they can be at their job. To coach is to have the opportunity to experience the best of both worlds—teach the craft and watch the craft.
Coaching, however challenging, is a great way to influence the lives of others while also building their character. For as long as there have been sports, there have been people teaching the sport to the players and making them better at it. Coaches must have certain qualities in order to obtain success. One must also look at a coach’s motivation for his job, his passion for what he does, his methods for coaching, and how he became a coach in order to fully understand him. There are many questions someone may want to ask a coach about his profession if they are interested in coaching.
Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee in that the coachee feels safe and trusting towards the coach, without the capability to interact with the client there may be a lack of progress or motivation. Another important skill of a coach is not to judge.
Jennifer Popovec in “Management Matters” emphasized that mentoring has changed from another word for training to building long-term relationships to help young people excel both personally and professionally. Mentoring is for someone who really wants to help someone develop to the next level, and you can’t separate the personal from the professional. Mentoring usually ends up as a form of training or coaching because it is easier than investing part of you in another person’s successes and
I wanted to start telling the story of our experience by sharing the feelings I brought into this exercise. A few years ago I underwent an experience of coaching through several sessions that left me this taste in the mouth that the coaching as a tool to develop others is not very effective. I have not taken the time to deeply analyze what went wrong but in general if I had to choose to do it again I think I would choose another methodology to foster change. Its objective in general is to assist in building behavioral skills, but in my opinion to really look for a long lasting change you need to give a deeper understanding to the lack of a certain skills, strongly reflect on the variables linked to it as could be the emotions, values and motivations that conduce you towards a behavior different that that one desired. Personally, I enjoy seeking information that allows me to jump beyond the facts, and staying on the behavioral side of the reality limits my passion for inspiration and insight.
The author has initially likened the term coaching to a sports team. In this context, the coach attempts to inspire the team to win games. Sport coaches help players realize their potential and motivate them to perform through discipline and teaching them relevant skills, techniques, and tactics. This is usually achieved through mutual communication and the fostering of meaningful relationships with the team members.
The word coach in a dictionary means a process that enables learning and development to occur and thus performance to improve. This means, being successful requires a knowledge and understanding of the process as well as the variety of styles, skills, and techniques that are appropriate to the context in which the coaching takes place. Next is mentoring, which means off-line help by one person to another in making significant transitions in knowledge, work or thinking. Both are very efficient whenever you’re dealing with student-athletes. However, mentoring, particularly in its traditional sense, enables an individual to follow in the path of an older and wiser colleague who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities. Coaching, on the other hand, is not generally performed on the basis that the coach has direct experience of their client’s formal occupational role unless the coaching is specific and skills focused. Given that shows there are professionals offering their services under the name of mentoring who have no direct experience of their clients’ roles and others offering services under the name of coaching who do. In other words, it is essential to determine what needs are productive, and to ensure that the coach or mentor can supply their student-athletes with the level of service that is required; whatever that service is