MENTORING AND COACHING

Mentoring and Coaching Practice

Mentoring and Coaching Practice

Introduction

The concept of mentoring explained as “off line help by one person to another in making significant transitions in knowledge, work or thinking.” A mentor is an important person who assists other individuals in order to make a person aware and help the person in coping up with different implementations, which came across the change in the organization, and to deal with the new strategies in the development of career (Hargreaves, 2000). The person seeking assistance called as a 'Mentee'. The key purpose of mentoring is for a person to share information and knowledge that person gained from life long experiences and training in a rational world. Mentor plays a role of an advisor, role model and a trusted friend to help the other person gaining the knowledge.

Discussion

There are many models of mentoring that has used by the learning organizations on the rapid pace. Some of them are as follows.

One-On-One Mentoring

It is one of the most common models of mentoring; the feature of this model ensures to match one mentor with one mentee. The benefit it provides is that it allows both parties to enhance the empirical relationship; along with this it also provides an individual support of the mentee.

Resource-Based Mentoring

This model includes the identical feature as the one-on-one mentoring has, the dissimilarity is just that the mentors add their names to a list of the mentors available, and the mentee chooses the mentor. The benefit of this model is that the mentee has the choice to choose the mentor, and another benefit is it is up to the mentee how the person wants to begin the training.

Group Mentoring

A mentor in this model has to employ with 4-6 mentees. The meeting time of the group is usually once or twice a month. The main benefit of this model is that the senior peer also engages in the mentoring program, and the mentor and the peer's assist one another to learn, and increase suitable skills, and facts they have after the long life experiences.

The best suitable intervention of the mentoring are in the areas which can be related to the development task and creating the linkage with the requirement of the employees like knowledge in terms of meaningful information, other situation is when the employees of an organization confused about the goals. Mentoring does not always fits in every training need, because it does not always have the impact that desired on the leadership. Thus, they are not always appropriate in most intervention to conduct. Three potential benefits of mentoring for the individual and three for the organisation.

Benefit with respect to Mentors Perspective

The benefits the Mentor has are:

The insights a person gains from the mentee's background, as it can be beneficial for the mentor to use the history and background in the career and personal development.

The mentor gains the satisfaction in assisting the mentee by sharing their experiences and expertise with other persons.

The mentor learns about area which does not fall under ...