The Difference Between Coaching and Mentoring

Mentoring and coaching are often confused with each other, even though they are related they are not the same. A mentor may provide coaching but a coach may not provide mentoring for all mentees.  

A coach is involved for a short period of time, and is task oriented. The focus by coaching is on concrete issues such as managing more effectively. (1)

In comparison to a coach, a mentor is for a longer period of time and it is relationship oriented. A mentor relationship is seeking to provide a safe environment for the mentee.

A mentor can help the mentee in a particular field such as leadership, finance or product management.

To have a successful process it is important that the mentor and mentee develops a rapport and an agenda to keep track of the processes that they are making. (2)

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Successful Mentoring in the Workplace

In the workplace mentoring is a popular way for businesses to integrate new workers as seamlessly as possible. (1)

Mentoring in Workplace

Mentoring has a two-way street of benefits for both parties, the mentor and mentee. But more importantly it has its benefits to companies.  As the mentor and mentee keep developing their relationship, the company culture will get more positive, that will combine the best qualities of the individuals, regardless their age. (2)

It invites culture to the company and all workers can contribute their ideas to the company. The internal networks will get stronger and the teamwork will increase. Being a successful individual is not enough to be a good mentor.

To be a good mentor, you have to have the disposition and desire to help and develop other people. A mentor must have the willingness to reflect on and share his/her own experiences including failures. Furthermore, a good mentor must have organizational knowledge, expertise and skills. (3)

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How to manage a mentoring program ?

Mentoring programs are getting more and more popular in companies around the world. But to have a successful mentoring program matching mentors and mentees are not enough.

 While a good mentoring relationship can develop naturally time has shown that helpful guidelines and milestones can lead to a workplace that is structured and have more formal approaches.

Mentoring programs can vary depending on the size and culture of an organization also the needs and desires of the companies are different. The first a company must do is define their mentorship to his employees, this includes what is expected from the mentors but also from the mentees and most importantly what are the goals of the mentorship program. (1)

The next step for the company is to choose their mentors and mentees during this process learning objectives that they will pursue together can be set. By setting goals and objectives gives mentors a chance to verify their commitment and knowledge to teach the what mentees wants or needs to learn.

Secondly, setting timelines, not only progress milestones but defined end points, this way the pairs can stay focused. Because a mentorship relationship is on the long run the tracking of the process can get harder, by having timelines the progress can be supervised. to stay successful not only mentees but also mentors can be trained as well, to learn new strategies and techniques to keep the relationships strong. 

Lastly providing the right tools and resources can support mentors and mentees during their developments. (2)

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What is Mentoring ?

What is mentoring ?

Mentoring is a professional relationship in which an experienced person is assisting another less experienced person in developing certain skills and knowledge. By mentoring, the mentor is enhancing a person’s professional and personal growth. ( 1 )

What is mentoring ?

Mentoring has a myriad of benefits. A good mentoring process can lead to greater career successes which can include promotions raises and increased opportunities.

Organizations that are embracing mentoring manage to get higher employee engagement, retention and knowledge sharing. (2)

Furthermore, it enhances strategic business initiatives, reduces turnover costs, improves the productivity of the employers.

The relationship of mentoring is a joint venture that must be managed and nurtured. It requires that both parties must care and feed actively.

Mentoring is not only about giving advice or passing on your experience in a particular area or situation. This relationship is about motivating and empowering the other person to identify their own issues and goals.

Mentoring is an important activity of employee development programs, entrepreneurship programs, and community engagement programs. Mentoring always brings people together and enables equality, inspiration, motivation, and awareness in all types of programs.

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What Does Mentor Mean ?

What does mentor mean ?

Mentorship is a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. 

The mentor may be older or younger than the person being mentored, but he or she must have a certain area of expertise.[1] It is a learning and development partnership between someone with vast experience and someone who wants to learn.[1] Interaction with an expert may also be necessary to gain proficiency with/in cultural tools.[2] Mentorship experience and relationship structure affect the “amount of psychosocial support, career guidance, role modeling, and communication that occurs in the mentoring relationships in which the protégés and mentors engaged.”[3] 

The person in receipt of mentorship may be referred to as a protégé (male), a protégée (female), an apprentice or, in the 2000s, a mentee. The mentor may be referred to as a godfather or godmother[4][5] or a rabbi.[6] 

“Mentoring” is a process that always involves communication and is relationship-based, but its precise definition is elusive,[7] with more than 50 definitions currently in use.[8] One definition of the many that have been proposed, is Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé)”.[9]