A Review On Coaching And Mentoring

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

Facilitate coaching and mentoring in health and social care or children and young people’s settings.

Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership

This report will determine the value of coaching and mentoring; highlight some factors to consider when developing coaching and mentoring and show models and methods

Share information, experiences and give and receive advices and guidance.it is to create a positive influence on staffs professional work resulting from the relationship.

Mentoring young people has mainly been analysed as a one to one relationship between an adult or older young person with more experience and a younger person. Commonly with the intention of improving the adolescent to adult transition by giving ongoing support. (Phillip and Henry.1996) Although some of the content and aims have a possibility of over lapping, mentoring can be distinguished from other ways intended to help young people. An example of this is while coaching a young person has the i8ntention of improving a young person’s performance in a specific area, counselling on the other hand provides emotional support and promotes a therapeutic relationship within a formal setting. Both counselling and coaching can be described as mentoring.

Mentoring for the mentor is about challenging himself to perform to greater capabilities while nurturing a mentee and stretching them to realise their full potential. Mentors counsel, tutor and guide their mentees in developing themselves.

The key goal of coaching is to correct inappropriate behaviour, improve performance, and communicate skills whereas mentoring is more about support and guide towards personal growth. Both are qualities that professional should possess.

Mentoring is influencing somebody by virtue of one’s manners and expertise. Mentoring involves the influence of a person in terms of his character and knowledge on the life of another person. Mentoring is permanent. Each and every member of the team can have a separate mentor. Coaching is teaching somebody by virtue of one’s experience. A’ becomes the coach of another person ‘B’ when he teaches the nuances of an art or science to ‘B’. Coaching is not permanent. Coaching is normally given to teams as well such as sporting teams. If I were to set up a coaching program, I would advise the CEO to make sure that all mentors are at least two levels above the employee; have a broader experience in the company and the ability to place them into assignments

There is limited evidence of successful formalised mentoring programmes in practice in the domain of sports and gymnastics. However, the review of literature and sport organisations concludes that a formalised mentoring programme would be beneficial to GymSports New Zealand as it offers equal opportunities to coaches based around New Zealand to be involved in a mentoring programme providing the transition from coaching courses into practice. It is recommended that in the development of a mentoring programme the key themes of setting a clear definition of mentoring, mentor to coach relationship setting clear roles, mentor selection and a clear structure of the mentoring programme would be critical. As there is evidence of over-formalisation

The study was done by National Foundation for Educational Research (NFER)-2008 (Lord, Atkinson and Mitchelland, 2008) and the recent Early Years Workforce Strategy-2017 (DfE, 2017) points out that mentoring and coaching was proven to have a significant impact on both on the team and on individuals. 52

Firstly this essay will look at the difference between coaching and mentoring. Both coaching and mentoring are processes that allow both individual and schools to achieve their full potential.

With the development of the more organic and less formal organisational structures the role of mentors has shifted with these changes. Unlike previously where mentors where seen as formal trainers who taught newcomers the processes and got them acquainted with the cultures and the systems within the organisation. Which required good interpersonal skills and a good knowledge of the activity or tasks the mentee would have to undertake, and be able to effectively relay or demonstrate the tasks or activities to the mentee. As opposed to more recently where a mentor would have to be more of an emotional counselor and demonstrate more skills than were traditionally required from

Several organizations have adopted the process of coaching and mentoring as development tools to develop those employees who are seeking future advancement. Also, they are setting the foundation for future leaders. The adaption of these developmental tools within an organization is providing employees with the necessary feedback and support to establish and plan their career. Coaching and mentoring provides an employee with the necessary leadership and management skills they would need to endeavor in order to climb the career ladder within an organization. These processes are both helping activities, employed either as distinct interventions or together as part of a package of personal development. Coaching and mentoring are deemed a highly effective way to help employees through talking, sense of direction and guidance, self-esteem, efficacy and accomplishment.

This research will focus on mentoring and coaching processes. Furthermore, this study will evaluate the efficacy of both approaches in relations to their impact on academic progress as measured by graduation rates. A quantitative approach will be implemented for this research and data on student academic performance and graduation rates will be examine as part of the process to study the effectiveness of best practices in the approach used in mentoring and coaching processes.