Coaching and Mentoring
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UNIT 416
THE COACHING AND MENTORING ROLES (6).
1. UNDERSTAND THE ROLEs AND REPONSIBILITIES OF THE COACH AND THE MENTOR
1.1. Comparing the roles and responsibilities of the coach and the mentor
MacLennan (1999), describes coaching as a process whereby one individual helps another to unlock their natural ability to perform and achieve better. In a similar vein, Meggison and Clutterbuck (1995) opined that ‘Coaching relates primarily to performance improvement, often short-term, in a specific skills area.
The Centre for Understanding Research Evidence in Education (CUREE) suggests that coaching and mentoring make a significant contribution to a learner’s professional development and are an effective form of continuing professional development (CPD) to ‘embed change and sustain improvement’ (DfES 2006).
Coaching covers a range of development needs:
to help bring about improvements where people are under-performing
to 'challenge' and stretch those with high potential
to enhance current skills
to re-motivate people
to prepare people for new roles
to prepare people for delegation
The roles and functions of coaching and mentoring often overlap; however, there are major differences that distinguish both. ‘Mentoring is (the) process whereby one senior individual is available to a junior; to form a non-specified developmental relationship; to seek information from; to regard as a role model; to guide the performer; to provide feedback and appraisal; to teach all the facts that will enable the individual to perform effectively in an organisation.’ MacLennan (1999)
For Parsloe & Wray 2000 mentoring is simply about a regular one-to-one meeting to support the learner in their desire to improve their personal situation or their business life, and as such, it has some similarities to the other learning processes of coaching, guiding, counselling, tutoring, teaching etc.
In today’s working environment, coaching and mentoring are...
THE COACHING AND MENTORING ROLES (6).
1. UNDERSTAND THE ROLEs AND REPONSIBILITIES OF THE COACH AND THE MENTOR
1.1. Comparing the roles and responsibilities of the coach and the mentor
MacLennan (1999), describes coaching as a process whereby one individual helps another to unlock their natural ability to perform and achieve better. In a similar vein, Meggison and Clutterbuck (1995) opined that ‘Coaching relates primarily to performance improvement, often short-term, in a specific skills area.
The Centre for Understanding Research Evidence in Education (CUREE) suggests that coaching and mentoring make a significant contribution to a learner’s professional development and are an effective form of continuing professional development (CPD) to ‘embed change and sustain improvement’ (DfES 2006).
Coaching covers a range of development needs:
to help bring about improvements where people are under-performing
to 'challenge' and stretch those with high potential
to enhance current skills
to re-motivate people
to prepare people for new roles
to prepare people for delegation
The roles and functions of coaching and mentoring often overlap; however, there are major differences that distinguish both. ‘Mentoring is (the) process whereby one senior individual is available to a junior; to form a non-specified developmental relationship; to seek information from; to regard as a role model; to guide the performer; to provide feedback and appraisal; to teach all the facts that will enable the individual to perform effectively in an organisation.’ MacLennan (1999)
For Parsloe & Wray 2000 mentoring is simply about a regular one-to-one meeting to support the learner in their desire to improve their personal situation or their business life, and as such, it has some similarities to the other learning processes of coaching, guiding, counselling, tutoring, teaching etc.
In today’s working environment, coaching and mentoring are...