Coaching vs mentoring

Both warrant consideration in the workplace. Here are five differentiators that we think are important. But be sure to download our FREE white paper that discusses the complete list of differences all 25 of them!

Coaching vs mentoring

How do coaching and mentoring compare with related professional services? Traditional forms of training Wholesale transfer of new skills, e. Programmes are mostly generic and not tailored to individual needs. Delegates generally have to complete standard modules, so there is little room for tailoring the programme to account for existing knowledge, skills or preferences.

Best suited to transfer of knowledge and certain skills rather than the development of personal qualities or competencies Counselling Explore personal issues and problems through discussion in order to increase understanding or develop greater self-awareness.

The aim of counselling is to lead the client toward self-directed actions to achieve their goals. Coaching and counselling share many core skills. However, professional counsellors work with personal issues in much greater depth than would generally be explored within a coaching context.

Fine tunes and Coaching vs mentoring skills. Can focus on interpersonal skills, which cannot be readily or effectively transferred in a traditional training environment.

Provides client with contacts Coaching vs mentoring networks to assist with furthering their career or life aspirations. Coaches and mentors transfer the skills to the client rather than doing the job for them.

Consultancy Focus is on developing organisational practices, processes and structure.

Coaching vs mentoring

Role generally more strategic and often used to instigate and design broad ranging change programmes Consultancy frequently involves expert advice about specific issues and organisational processes. This is not, however, the same as consultancy per se.

Agile Coaching Competency Framework

Is coaching just therapy by another name? The key difference between coaching and the therapies is that coaching does not seek to resolve the deeper underlying issues that are the cause of serious problems like poor motivation, low self-esteem and poor job performance.

Coaching and mentoring programmes are generally more concerned with the practical issues of setting goals and achieving results within specific time-scales. It is possible for someone who has underlying issues to experience success within a coaching context even if the underlying issues are not resolved.

This is driven in part by the professional restrictions and barriers that have traditionally been placed around psychology and the therapies, but is mostly due to the fact that psychological assessment is a complex process that does require specialised training.

Client progress is always monitored and coaches and mentors watch for signs which may indicate that a client requires an assessment by a trained therapist.

Some coaches will on-refer a client to an appropriate therapist if this is felt to be useful. Other coaches will conduct a coaching programme in parallel with a therapeutic intervention.

Therapy is, if anything, an extension of what happens in a coaching relationship, it is forward focused and aimed at life improvement or enhancement. It is about moving on and breaking free from problems and issues that have held people back and prevented them from getting all they can from their lives.

Therapy is also time-limited and based on an assessment of needs. It is quite rare now to encounter therapies that involve open-ended interventions that last for many years.

Psychologists who apply therapeutic approaches are also ethically and professionally bound to work with clients only if measurable value can be demonstrated, this means that if people do not actually NEED therapy, it is not ethical for providers to continue providing the services.

This means it is possible to offer the appropriate level of service depending on immediate needs and client preferences. If the client is not sure what type of service would benefit them the most, they should be encouraged to secure a professional assessment by an appropriately qualified provider.

In some countries such as the UK, there is goverment regulation in place for psychologists. A small number of restricted titles have been identified by the Govt for the purpose of ensuring that the public can be assured that any professional using these titles is appropriately registered under the regulatory framework.

More general terms like psychologist, therapist and counsellor are not restricted titles, so anyone is able to use thee to market their services. As this is the case, when selecting a coach or mentor with therapeutic, counselling or business focused psychological skills it is important to ensure they are registered with an appropriate regulatory body.Agile Coaching Competency Framework.

Agile-Lean Practitioner. Ability to learn and deeply understand Agile frameworks and Lean principles, not only at the level of practices, but also at the level of the principles and values that underlie the practices enabling appropriate application as well as innovation.

The value of training mentors in the use of a coaching process, and in coaching skills (refined communication skills combined with an intense service orientation) cannot be underestimated.

The key benefits to organizations of training mentors and administering mentoring programs are.

What’s the Difference Between Coaching and Mentoring?

Jul 28,  · Diferencias existentes entre cada uno de estos procesos de enseñanza. Cuándo se ha de usar uno u otro. Explore the opportunities Penn State has to offer! Join a team of over 17, faculty and staff dedicated to education and fostering a diverse and inclusive environment. International Mentoring Group connects specialists and professionals from around the world to share experience and achieve desired personal goals Certify your mentoring skills Get a proficiency certificate, knowledge and best practices Learn to share experience Join our community!

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Coaching vs mentoring
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