Good mentors are always willing to share their skills and knowledge with the mentees. Since they have faced the same challenges as their mentees, they are more empathetic towards their needs. To inspire and build trust and confidence, mentors possess a positive and can-do attitude. These qualities make it easier for the mentees to discuss their professional goals and concerns with them.
From a business perspective, mentors help employees gain more confidence in their work and develop skills to add value. Confident and satisfied employees steer organizations forward, which explains why a number of businesses are now shifting their focus on identifying the right mentoring programs. A business coach focuses on specific skills and development goals by breaking them into concrete tasks to be completed within a specified period of time. By doing so, business coaches help and guide businesses clarify their growth vision.
For many businesses, identifying and prioritizing goals is a big challenge. Business coaches address this challenge by helping businesses prioritize their goals on the basis of importance. They follow a more formal, structured approach to resolve issues and manage specific aspects of the job.
A good business coach focuses on identifying goals, prioritizing them and choosing the right path to achieve them. In doing so, business coaches help businesses become more accountable, goal-driven and competitive. Business coaches cover various aspects of running a successful business. Professional development is vital for creating a work environment where employees thrive.
Two tools that work wonderfully for this: coaching and mentoring. Failing to recognize and understand these subtle differences between coaching and mentoring can also obscure objectives and lead to confusion among employees.
Coaching is task-oriented with a focus on specific skill or performance issues. The learner is typically looking to improve or master skills.
This type of relationship is often short-term, but it can last as long as necessary to accomplish the goal s at hand. Even though there is no set design, coaching tends to be more formal and structured. When Torch was founded by Cameron Yarbrough and Keegan Walden in , our core focus was bringing the benefits of coaching to more companies and their people.
Cameron came with years of experience as a coach to CEOs and Founders in the Bay Area, and Keegan brought his background in behavioral psychology, assessment, and psychometrics. In , we joined forces with Everwise, a leading learning and development platform that provides employees with peer support, mentoring and facilitated learning. As we brought our companies together under one brand as Torch , we knew we needed to align on what defined coaching and what defined mentoring.
At the core of each practice is the relationship between two people. The methods might differ between coaching and mentoring, but both are about helping people get where they want to go by leveraging the experience of the coach or mentor. We define mentoring as a development-focused relationship with a domain relevant mentor who passes on their skills and experience to a mentee. Historically, a mentor is someone within the same company as the mentee, but in a more senior or tenured role.
Nowadays, people often find mentors outside of their company through a professional network, and these people provide mentorship outside of their regular work duties. We define coaching as a development-focused relationship with a specially trained coach who provides guidance to a client on their goals and helps them reach their full potential.
Typically a coach provides coaching as their full time job. One of the reasons that the differences between coaching and mentoring are so often discussed is that there are no regulatory bodies for either that lay out these differentiators. Unlike say, getting a license to practice therapy, there is no governing body that decides who can be a coach or a mentor.
Coaches: Generally receive special training to guide people in any field towards achieving their goals. Mentors: Generally do not have formal training in mentorship. Their main focus is passing on specific skills and expertise to another person so they can be more successful. Coaches: Often use formal assessments like a review, StrengthsFinder or Enneagram. As you delve deeper into working with a coach or a mentor, consider these final tips: Decide what assistance you need.
Are you trying to figure out how to climb the corporate ladder? Do you want to be considered for more high-powered job assignments? Do you have an interest in working on more internal committees?
Would you like to improve your presentation skills so you can deliver more presentations at national conferences? Are you interested in managing a community project for your company? When you decide what your need is, find an appropriate coach or mentor. Trust and respect your coach or mentor. Every meaningful relationship is built on the foundation of trust and respect.
Establish ground rules. Determine how often you will meet, how long your relationship will last, outline of roles, importance of confidentiality and preferred methods of communication and feedback. Determine your outcome. What do you want to have happen to you at the end of the relationship? Discuss this with your coach or mentor. Open your mind and heart. Learning from someone who has more experience than you do and who can share successes and failures openly is a tremendous gift.
The key to getting the most out of the relationship is your ability to enter into the relationship with as open a mind and heart as possible. Expect the unexpected. Christine Zust.
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