Coaching and Mentoring

Coaching and mentoring use the same skills and approach but coaching is short term task-based and mentoring is a longer-term relationship.

First published in 1987, The Leadership Challenge is a guide for becoming leader. The book received many awards and its above two million copies are internationally sold. The book teaches principles of leadership that apply whether the leader is running a sports team or a fortune 500 organization. The book includes stories and examples of many leaders from micro to macro level (Founders and Authors, 2013). The basic leadership principles can be adopted by anyone to challenge status quo and increase leader productivity multifold. The book tells about the flow and hierarchy of values too (Machedo, 2013). One can use the guide without an instructor to develop leadership traits.

The scope of this assignment is to critically compare and contrast the two approaches, reflecting on the relevance and value of each, to apply this to my organisation where possible and to offer recommendations where appropriate.

In this essay, the advantages and disadvantages of two core theoretical models of coaching (GROW and Skilled helper model) and one of mentoring (5 C’s mentoring model) will be critically appraised.

Criminologist James Fox of Northeastern University predicts that murders committed by teens will skyrocket as the population of kids 10 and under is higher than population of 21st century teens by 20%. (Stephens) Mentoring is the act of helping out someone that isn't as knowledgeable or experienced in different areas. The goal is to make them leaders. (Patterson)

One thing I believe is a necessity in growing up is having a mentor. Having a mentor is, not only, beneficial for the mentee but also the mentor. Being a mentor is a learning experience for everyone participating, it helps people grow as a person and friendships are created when a bond if formed. Some people might think it's a waste of time for a child or that it'll never work out for a troubled delinquent but based on the research I've done, I have proven them wrong. Through-out this paper I will provide the pros and cons of mentoring and how they affect both mentor and mentee. To back up my proposal that mentoring is supporting, I will supply examples to answer the question: Is mentoring really important?

For this reason clear terms and boundaries must be set and adhered to prior and throughout the mentoring process.

but at the same time a coachee will need a push to reach and achieve

Solutions to coaching and mentoring a large UK-based customer facing organisation over a two year period and beyond

The start of the 20th centaury there has been the approach that the Great man theories,qualiteis approach that great leader are born despite more interest being set in psychological theories.

In a business there are several different factors, and attributes that can excel or hinder a company’s environmental and economic success. Most people believe that a business’s longevity relies solely on its profits and regulations, when in actuality, it is the coaching and the leadership of the business. In fact, coaching and leadership are the greatest attributes that accumulate to a company’s success, but if they are abused, or misused, they can cause severe damage to the company’s well-being. For this paper I will be covering the topics of coaching and leadership in the workplace and will be giving different types of styles for both concepts. I will also evaluate the correlation between the two and will give several examples throughout to help comprehend the topics. I will then explain how these attributes can be abused and can cause more harm to a company than good. I will conclude my paper by highlighting all of the main points throughout the paper, and then give my own opinion on the subject.

Mentorship is very important in the workplace especially in the area of training and development. The mentor-protégé relationship is a much needed relationship that begins in the early career stage and this relationship involves the current or new employees and the supervisor or other colleagues that provide work-related guidance. The relationship itself is comprehensive and involves “educational, occupational, physical, social, and spiritual development” (Greenhaus,, Callanan, & Godshalk, 2010, p 211). One of the initial task of the early career the establishment of the career field which involves the gaining of the workplace competence, learn what is needed to excel in the organization, and to gain acceptance in the workplace to be recognized as the valued employee. There are many ways of achieving the above mentioned advantages in the workplace which one main method is through the use of the mentorship program.

This essay will start by defining mentoring, and giving a brief understanding of mentoring. This essay will then go on to identify and evaluate a number of key factors that may influence the effectiveness of a mentoring relationship. This essay will focus on the example of mentoring within schools and a learning mentor to be more specific.

As part of my introduction, I would like to mention that my research project is about mentoring where I have chosen ‘questioning’ as my strategy. In this report, I will discuss in detail about my ‘Mentoring through Questioning’, which is a key for my research project report. Here, I will cover the project’s context in which it was set, my aims and focus of the project, my justification on why I have chosen mentoring through questioning and the types of questions being used during this project, in support of the relevant literature. And then eventually, I will mention about the interactive sessions between a mentor and mentee, the reflection or the perspectives, specifying the self-analysis as well as the required feedback from mentee as part of the research strategy. Later, I will conclude this report by mentioning about the effectiveness of mentoring sessions and the future actions planned for my skills development.

This paper outlines a new way of utilizing coaching to drive wide scale organizational change. It illustrates how training leaders to be internal coaches is a more scalable, sustainable and robust approach to driving change and improving performance than hiring external coaches. The authors illustrate the various benefits to using internal coaches, flesh out the cost benefits, and highlight a range of creative ways that organizations can integrate coaching into their Learning and Development (L & D) or Organizational Development (OD) frameworks. It