1 / 10

What is the difference between Mentoring and Coaching?

Coaching is about results. The focus is on the role and skills needed. Facilitates learning of the individual towards an end result. Mentoring is relationship based. The focus is on the person and their career. Facilitates individual growth.

freya
Download Presentation

What is the difference between Mentoring and Coaching?

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Coaching is about results. The focus is on the role and skills needed. Facilitates learning of the individual towards an end result. Mentoring is relationship based. The focus is on the person and their career. Facilitates individual growth. What is the difference between Mentoring and Coaching?

  2. Objective of Coaching Skills Workshop • To introduce a coaching framework to be used within a mentoring relationship. • To discuss and apply coaching skills to be used in OW traineeship.

  3. Mentor Usually a more senior person Assists with career guidance Role model, guide Often uses coaching skills Coach Goal Oriented Encourages learning Provides feedback and suggestions Builds a positive environment Difference between Mentor and Coach

  4. The Informational Mentor(the sage on stage) • Draws on experience • Acts as a role model, leads by example • Provides a step by step to problem solving • Communication is more one way – advice and information • Teaches, praises and helps the person get started

  5. The Guiding Mentor(Guide on the Side) • Makes suggestions and persuades • Probes and draws out ideas • Makes the person accountable and ensures they stay on track • Takes time to understand the impact of particular course of action

  6. The Collaborative Mentor(Collegial team player) • Uses a joint approach to decision making and problem solving • Expects both parties to make a significant contribution to the relationship • Discusses issues openly and frequently • Utilises brainstorming • Works with trainee in a collaborative fashion

  7. The Confirming Mentor(Empathetic Sounding Board) • Listens empathically • Clarifies goals, directions and ideas • Encourages individual decision making • Believes individual is responsible for own decision making • Acts as sounding board • Waits to be consulted

  8. Setting Goals for a Coaching Session • Be specific – What results are expected out of the session? What needs to be done? • Be measurable – How will you know the goal has been met? • Be action oriented – In what way will the goal be carried out? • Be Realistic – Is the goal achievable? • Time frame – When is it to be achieved?

  9. The Grow Model of Coaching Builds on a series of questions that form the basis of each coaching session. Each session is designed to move the person towards an identified goal.

  10. Practicing the GROW Model • Goals – Set goals, write them down, what does the trainee want out of the session? • Reality – Invite them to tell you their story about the goals • Options – Brainstorm options to move towards goals • Wrap up – Identify steps to reach goals, write action plan

More Related