Coaching refers to efforts by a manager to develop an employee's skills and knowledge so he can perform up to standards of a specific job. These standards set up by the employer is used by the organization to evaluate their employees. If an employee is not on par with the standards, he/she will get terminated by the firm. In contrast, mentoring is a broader process where a leader helps an employee balance personal and professional lives while building a career. Employees have lives outside their duties and responsibilities at the firm. It is important for them to balance their work duties and their personal lives. Otherwise their personal lives might interfere with their obligations at the firm. It should be noted that the employee duties are intertwined with the strategies of the firm and any deviations can disrupt the flow of work at the firm. That is why it is …show more content…
The perspective on these roles varies based on whether you are the leader or employee.
As a manager, coaching is used to build strong team members so your department optimizes results. Mentoring is also helpful in building an employee, but the goal is more long term. You want employees to settle into their role within the organization with an upward aim. Also, mentoring is a way of passing on help you received from leaders as you grew within an organization. When a leader coaches you, he builds your abilities to perform well in a current position. This coaching is essential to achieving your goals and garnering favorable evaluations. Finding a quality mentor is beneficial toward developing a satisfying, long-term career. As a NABA student, coaching can be derived from an instructor at the institution the student attends. The instructor can be a visiting professor working somewhere or an instructor who has worked in the field that he/she is teaching.
One of the possible research topics I plan to undertake involves analyzing the impact that mentoring can have on the graduation success rate of African American males, particularly when the mentor is a Black male and the relationship takes place in the south. In my opinion, these relationships can have a profound impact on a student’s ability to persist towards graduating from college. Though my research, I want to hear the stories of Black males who have benefited from successful mentoring relationships with other Black men. I believe that establishing a strong mentoring relationship with Black males at a young age can greatly improve their chance of academic success. Furthermore, I believe that mentoring is a strong early intervention mechanism to prevent Black males from dropping out of high school and deterring them from pursuing degrees in higher education. At the same time, I would like my research interest to focus on African American males in the south, but I would like my scope to focus on mentoring relationships between black men; both structured and unstructured.
You will interact with numerous people during your lifetime; however, only important and significant people will make influences in your life. In the movie Something the Lord Made directed by Joseph Sargent, Vivien Thomas, an African-American carpenter who dreams of going to college and becoming a doctor, is forced to work as a lab assistant under the instructions and guidance of an arrogant and eccentric cardiologist, Dr. Alfred Blalock. Despite having no college degree, Vivien Thomas is able to learn medical and surgical skills through the guidance of Dr. Blalock, and their cooperation ultimately leads to the discovery of a cure for blue baby syndrome. Similar to Dr. Blalock’s tutelage, I have learned to love biology under the teaching and mentoring of my biology teacher, Dr. Cron. Even though both Dr. Cron and Dr. Blalock are excellent instructors, they are extremely and uniquely different in their mentoring styles. Differences in mentoring styles can have huge influences and impacts on the mentees’ development of skills, and personalities.
There are overlapping similarities between coaching and mentoring, as well as clear differences between the two.
Using coaching, leadership is needed to support and praise them to build the team. The supervisor is still very involved in the activities being performed. The decisions being made are by the supervisor or leader. In coaching the leader tries to connect the team’s goals while trying to develop individuals into a team, and in the political framework it is called building alliance and networks. The manager is trying to build a strong, effective alliance that keeps the organization on track with the organization goals.
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.
Coaching involves leaders developing and encouraging their employees(Manning & Curtis, 2015, p. 468). This is a crucial part of leadership. This component helps leaders help their employees grow and develop their personal potentials, at the same time this is helping employees excel within the organization which leads to ultimate success(Manning & Curtis, 2015, p. 468). Performance coaching involves the use of feedback, which can be very beneficial to both the employee and the organization. Leaders should provide feedback regarding their progress with assignments and their development within the organization(Manning & Curtis, 2015, p. 469). This act shows appreciation and support towards employees. It is important to give encouraging feedback so that employees know that they are producing the right results for the
Coaching and mentoring has been recognised as an ever more important function within the area of human resources. Programmes developed within these areas help employees to grow, develop and learn new skills from the guidance and direction of an expert in this field. Nowadays, organisations develop and implement coaching and mentoring programmes in line with the goals of the company with the professional development of its employees. It provides benefits for not only the employee but also the mentor and the company.
Coaching & Mentoring: Healthcare Management. Victoria Heath University Course Professor June 4, 2024. Coaching & Mentoring: Healthcare Management Coaching and mentoring are crucial elements of professional development, especially within nursing leadership. These two concepts are often utilized in the same manner, however, each serves different purposes and has diverse effects on both individuals and organizations. With this in mind, understanding the distinctions between coaching and mentoring is key to properly implementing these methods in any healthcare setting.
Mentoring traditionally involves an individual with expert knowledge in a specific domain passing the knowledge on to someone without that knowledge or expertise. In contrast, coaching is a process in which the coach facilitates learning in the client.
Coaching is one vital service to the community because you can help individuals transform negative thoughts to positive actions to succeed. More so, coaches help companies and individuals realize their potentials and see opportunities for advancement and success. However, it is not that easy to succeed in this business venture because there is tough competition in the market and there are several fields of specialization to consider.
Mentoring is a very common and well discussed topic in nursing. Most of the nurses are trained under mentoring. It is defined as “a relationship between an experienced profession, known as a mentor, and a less experienced aspiring professional, known as a mentee”. (Atkins & Williams, 1995) It is found as a key element of leadership competency under advanced nursing practice (Hamric, Hanson, Tracy & O’Grady, 2014) and the main role of advanced practice nursing (Brayant-Lukosius, DiCenso, Browne & Pinelli, 2004). In this paper I will first share my own experience of being a mentee, followed by the discussion of mentoring based on the story mentioned previously, and finally will reflect on the lesson that I learned.
First we have training. On the job training is basically teaching the skills, knowledge, and competencies that are needed for employees to perform a specific job in the work pace and work environment. The employee who receives the necessary training is more able to perform in their job. Mentoring training is another form of training. This provides an employee with an experienced coach to oversee his or her learning experience.
For any organization to be successful, the manager or leader has to do more than what is required. An effective manager has to play the role of a leader as well as a coach. As a coach, the manager has the role to train and motivate the people they must lead. This means that a manager is expected to have certain skills and expertise in the area of their work. Coaching can be a vital way of developing and nurturing people's skills and abilities. Coaching can also help solve issues and challenges before they develop into major problems.
Four Reasons to Have a Mentor in Business Perhaps the greatest common denominator found with successful people in business is that they had one or more mentors in their careers. There are different areas of business that provide a different benefits of having a mentor. You may be a small business owner just starting out or a person working in the corporate world looking for a successful career, but either way, a mentor can be valuable. The following are a few of the ways this is true.
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