Basics of Coaching/Mentoring Programs

• Mentoring is a recognized workplace practice that establishes personal contact and interaction between management and staff.
• Mentoring programs became more formal when well documented research proved that a personal interest in someone is an appropriate intervention to combat a faceless technological and global business world.
• The terms, "mentoring and coaching", are often used without discrimination, but they do differ in style and in substance (see Coaching vs Mentoring).
• Whether one enter a coaching or mentoring relationship, it is important there be a commitment from both persons.
• Providers and recipients must be able to communicate with one another and agree upon setting goals and learning new behaviors. The goals must involve the advancement of the mentee.
• Disciplining employees has no part in either mentoring or coaching programs because these sessions or meetings are separate from performance reviews.
• Completing a coaching or mentoring program may be part of the peformance expectations developed during review sessions.
• Participants who serve in either role must be willing to consider "out of the box" ideas to promote outcomes of leadership skills and superior work habits.

Two main categories1. Highly structured, short-term:

• Established for introductory planning or for a short period to meet a need within the organization (such as employee orientation).
• To prepare someone to take over for a vacated or newly created position.

2. Highly structured, long-term:

• Established for seccession training
• Preparation for leadership roles as a career path and part of a career ladder program

Posted in: Coaching and Mentoring