Tuesday, July 19th, 2011
In the video above I give a break down of Mentoring vs. Coaching. Both functions are necessary in a successful organization and team. However often times both (mentoring, coaching) fail because no-one is accountable for doing it.
In order to maintain top talent; ALL LEADERS MUST mentor and coach. In order for work to be successful people have to continually move towards their potential capacity. This can only happen with mentoring and coaching.
Here is a table with a quick break down;
| Mentoring | Coaching |
| - Done by Managers, Manager (Manager once removed). - Focus on achieving potential long term. - Development of planning and strategic vision. - Mentor has knowledge of the day to day work and what it takes to be successful. - Used for succession planning when manager leaves (promotion, transfer, etc…) - DOES NOT assign tasks or take away work. - Development of Skilled Knowledge - Used to determine efficacy of the Manager (by talking with Subordinates once removed mentor can determine the capabilities of the manager to coach employees.) |
- Done by Manager - Focus on immediate tasks and goals. Reinforcing good work and correcting bad work. - Developing of planning in business and tactical goals (short time span in accordance with coachee level). - Coach has knowledge of day to day work and is able to provide real-time feedback. - Used for improvement of work. - The manager is accountable for the work of the coachee. - DOES assign tasks and take away work. - Development of skilled knowledge - Used to enhance the managers planning and delegation (by coaching the subordinate manager can better set task goals and delegate planning processes. |
What do you think? In what ways does your company develop mentoring and coaching relationships? What should be added/taken away from this list?
michael cardus is create-learning
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