{"id":9507,"date":"2016-07-22T14:55:34","date_gmt":"2016-07-22T13:55:34","guid":{"rendered":"https:\/\/stonebridge-blog.positive-dedicated.net\/?p=9507"},"modified":"2019-05-30T10:54:37","modified_gmt":"2019-05-30T09:54:37","slug":"coaching-and-mentoring-101","status":"publish","type":"post","link":"https:\/\/www.stonebridge.uk.com\/blog\/business-management-and-law\/coaching-and-mentoring-101\/","title":{"rendered":"Coaching and Mentoring 101"},"content":{"rendered":"

The purpose of coaching and mentoring is to develop\u00a0employees and help raise\u00a0an organisation to greater heights<\/h2>\n

While there may be some similarities, coaching and mentoring people are two different styles. The goal of both revolves around supporting the development of an individual in the workplace in order to\u00a0build a stronger team.<\/a> However, the approach to achieving \u00a0results, the type of development and the relationships between the parties, is slightly different in both cases.<\/p>\n

The Manager as the Mentor<\/h2>\n

Mentoring is often a longer relationship between someone who\u2019s experienced, the mentor, and the less experienced, the mentee or junior employee. Mentors will often give advice and actually show the mentee what to do and how to do it. If you are a manager, It is your role \u00a0to help your employees understand for example, the \u201cunwritten rules\u201d within the organisation.<\/p>\n

The focus is on developing the mentee professionally, where the mentee is in charge of the agenda and reaching out to the mentor as needed.\u00a0In the mentor and mentee relationship, the mentor is the expert with experience showing the mentee how to do some specific tasks.<\/p>\n

The Manager as the Coach<\/h2>\n

By providing encouragement, guidance and support, the manager can\u00a0help employees<\/a> learn and improve their work performance. In order for the manager to be effective in this task, he or she needs to have a strong presence and coaching skill.\u00a0 Your role as the manager\/coach is to know when to listen, ask powerful questions and give feedback as needed.<\/p>\n

Coaching typically has a set time frame and is more structured in nature with regularly scheduled meetings. This often involves focusing on developing goals and meeting specific needs of the coachee at the time.<\/p>\n

There are different coaching and\/or mentoring methods out there, but the two very effective methods are GROW<\/strong> and STEPPA<\/strong>, which are also known as coaching models.<\/p>\n

The GROW model is a simple yet powerful tool for structuring coaching interventions:<\/h2>\n