Mentoring and coaching have moved closer over the past ten years. The lines can become blurred, so it is important for professionals to make these distinctions clear when working with individuals.
There are two descriptions below. One is of coaching, the other is of mentoring.
Which one describes coaching: A or B?
The experienced ———– creates a particular energy when working with a colleague by being a non-judgemental listener and reflector of ideas and issues that arise. They will not put forward their own ideas and suggestions during the session, but instead will remain totally convinced of the potential of those they ———–. This enables the ———– to discover and explore hidden areas, and build their inherent ability for development. ———– focuses for the most part, on the present situation and future possibilities. It will only be effective in the workplace when there is an atmosphere of openness and honest communication.
Most people agree that a ————- acts as a guide who can assist an individual to learn faster and more effectively than he or she might do alone. An effective ————- will use a range of skills and techniques to allow an individual to get a clearer picture of an organisation and their role in it. They may give more advice and direction and are usually experienced in the client’s work or occupational area. They encourage questions and help the individual to build up a sense of how their career might develop. In this way a vision of what is possible may emerge for the ————- and they gain confidence in their role with a renewed sense of purpose. A ————- can be particularly useful for people new to a role or for those looking to gain more knowledge and specific skills from a more experienced colleague.