Page 15 - Workbased Training COREL test 8.cdr

4. Mentoring

d. Mentoring vs Coaching
Coaching is task oriented. The focus is on concrete issues, such as managing more
effectively, speaking more articulately, and learning how to think strategically. This
requires a content expert (coach) who can teach the trainee how to develop these
skills. Mentoring is relationship oriented. It seeks to provide a safe environment
where the mentee shares whatever issues affect his or her professional and
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personal success. Although specific learning goals or competencies may be used as
a basis for creating the relationship, its focus goes beyond these areas to include
things, such as work/life balance, self-confidence, self-perception, and how the
personal influences the professional.
Coaching is short term. A coach can successfully be involved with a trainee for a
short period of time, maybe even just a few sessions. The coaching lasts for as long
as is needed, depending on the purpose of the coaching relationship. Mentoring is
always long term. Mentoring, to be successful, requires time in which both
partners can learn about one another and build a climate of trust that creates an
environment in which the trainee can feel secure in sharing the real issues that
impact his or her success. Successful mentoring relationships last nine months to a
year.
Coaching is performance driven. The purpose of coaching is to improve the
individual's performance on the job. This involves either enhancing current skills or
acquiring new skills. Once the trainee successfully acquires the skills, the coach is
no longer needed. Mentoring is development driven. Its purpose is to develop the
individual not only for the current job, but also for the future. This distinction
differentiates the role of the immediate manager and that of the mentor. It also
reduces the possibility of creating conflict between the employee's manager and
the mentor.

4. Mentoring

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