Coaching and Mentoring

Coaching and Mentoring

Coaching and mentoring share some common features and the terms are often used interchangeably. This may be because both take place on a 1:1 basis, with a view to helping people to develop knowledge and skills. They both involve defining goals and outcomes, careful questioning and considerate listening to explore issues and aims. Goals may be similar, focusing on professional growth, career development, reaching specific short or long-term objectives.

Both coaching and mentoring arrangements may involve drawing up a formal agreement regarding the number and frequency of sessions, timeframes and record keeping, although 'contracting' is more commonly the domain of formal coaching with an internal or external coach.

Benefits of Coaching and Mentoring

triangle Online resources and the Professional Development Programme Information about internal and external coaches, for coaches and coachees Mentoring: U-mentor

Coaching and mentoring have been perceived as a benefit to the individual but they also have significant value to the organisation. At their core, coaching and mentoring are about awareness and responsibility. Staff who accept awareness and responsibility are better focused to deliver. Staff who are focused on objectives, linked to the appraisal system and aligned to the organisational strategy can learn better, manage relationships better, be improved team members and deliver enhanced performance.

Coaching and mentoring can also release the potential for innovation and agility needed in today’s rapidly changing environment. Increased adaptation and responsiveness can be established through coaching and mentoring. In essence, coaching and mentoring develop talent and capability by strengthening the resources of both staff and the organisation.