Teaching New Skills And Methods Essay

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

A coach or mentor can help to give guidance and support as challenges are faced, assisting staff in negotiating challenging situations with increased confidence.

I feel this is the fundamental difference between Coaching on one hand & Mentoring on the other. Coaching has a more structured nature & needs regular planned meetings, (unless engaging in ‘corridor coaching’ which is a different but still an effective & useful approach). Coaching is usually aimed at shorter term development of an individual or in overcoming specific areas of issue. A coach does not always need an in-depth knowledge of the client’s occupation in general coaching practice, however as a Manager / Coach involved in developing

E-learning is defined as ‘learning facilitated and supported through the use of information and communications

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

Mentoring: is the process of a more experienced person advising and guiding a less experienced (and usually younger) person, typically a colleague.

The main difference between a Coach and a Mentor is that, the mentor has a deep personal interest, personally involved for example a friend who cares about the person and the long term development. Whereas a coach develops specific skills for the task, like challenges and performance expectations at work.

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.

Both are designed to utilize some of the same skills, but there are some vast differences. For example, while a coach is looking to complete a particular process, a mentor will be looking to guide the individual more on a long-term basis.

doing tasks and learn from taking time to go over the task at hand. This is

This type of training is provided away from workplace in order to minimize distractions and encourage trainees to pay full attention. It includes lectures, case studies and simulation…

Mentoring is about nurturing the potential of the whole person; both however are about improving performance. There is a strong argument that coaching can be undertaken by line management or an individual within the organisation who has knowledge of processes and procedures. It is however more beneficial when mentoring to engage with someone from outside the organisation however it is essential to match personalities, research interests, experience and personal style.

Select an organisation and a group of employees. This can be an organisation in which you have experience (as a worker or a client). These employees are expected to develop the knowledge, skills or attributes (think about the characteristics of the organisation and the group i.e. their role/s). Identify three methods used to train and develop these employees and discuss the advantages and disadvantages of the methods and identify how they could be improved for training and developing employees.

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.

Training and development activities include: Inductions, Health & Safety training/law, organisation and delivery of training courses, structuring appraisals & Personal Development framework, holding, recording and updating training information and managing training budgets.