Coaching and Mentoring within an Organisational Context

Coaching and
Mentoring within an
organisational context
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Similarities and differences between coaching and mentoring and two other learning
interventions................................................................................................................................3
Assessment of the necessary skills and behaviours....................................................................5
The role of coaching and mentoring in building resilience and dealing with change. ...............7
Own performance in the peer coaching exercise........................................................................8
CONCLUSION................................................................................................................................9
REFERENCES:.............................................................................................................................11

INTRODUCTION
Coaching and mentoring both are very important in order to develop skills and
knowledge of an individual. Coaching is defined as the ability that used by an individual in order
to provide guidance to the clients so that they will be able to achieve their goals and objectives
(Garvey, Garvey and Stokes, 2021). On the other hand, mentoring is defined as the ability which
is used to share knowledge, skills, and experience in order to develop and grow by other people.
This report will be discussing the the similarities and differences between coaching and
mentoring. There is also a discussion of two learning interventions. In addition to this, report will
also cover assessment of necessary skills and behaviour. It will find from this report that
coaching and mentoring are playing an important role in order to build resilience and deal with
change.
MAIN BODY
Similarities and differences between coaching and mentoring and two other learning
interventions
In today's competitive and complex environment, it becomes necessary for every
individual to take coaching and mentoring sessions so that they are able to develop necessary
skills and knowledges (Neuwirth and Wahl, 2017). Coaching and mentoring are both essential in
the development of personal and professional skills. It is found that coaching and mentoring are
not only necessary for individuals but also crucial for organisation. In case of business
environment, it is found that every organisation wants to recruit talented employees in the
company who possess all necessary skills. But for that purpose, they need to make sure that
company should provide coaching and mentoring to their workforce so that their employees will
be become well trained. This will helps an organisation to improve the performances of an
organisation in terms of success and growth (Illies and Reiter-Palmon, 2018). It is found that
coaching and mentoring are very similar with each other. This can be better understand with the
assistance of following points:
It is found that both coaching and mentoring helps in order to support a person for their
personal as well as professional development. Coaching and mentoring both are relying on one
to one relationship as it requires between coach/mentor and coachee/mentee. It is found that both
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of them are involves is a series of meetings which are running for several month. Both are
important for individual as well as organisation (Drake, 2021). It is found that company and
employees are able to achieve their goals and objectives with the assistance of coaching and
mentoring. It is identified that both coaching and mentoring are valuable development tools
which plays an important role in the business and career success.
Coaching Mentoring
It aims to develop coachee's potential as
coaching is focusing on the development and
enhancing the performance of coachee
(Triggs, 2020).
It is focusing on development of mentee in a
professional manner.
It is identified that coaching is performance
driven.
But in the case of mentoring, it is found that
mentoring is concerned with development
driven (Viera, 2021).
It is non directive as there is no hard and fast
rule.
Mentoring needs more directive as compared to
coaching.
Two more learning interventions
In organisation, coaching and mentoring are not enough for the development of
employees (Taylor and et.al., 2017). It requires more learning interventions so that a company is
able to improve the productivity of employees. Two more learning interventions are mentioned
below:
Team development: It is very important for an organisation that they develop an
effective team. Every organisation cannot achieve their goals and objectives without team
development. So that's why companies need to use this intervention in order to improve the
productivity as well as performances. It is found that team development primarily focuses on the
progress of the overall team members whereas coaching and mentoring can focus either single
or a group of individuals as well. It is also found that team development helps to improve the
overall growth, that means it includes all skills and knowledge. On the other hand, coaching and
mentoring is just focusing on the particular one skill. For example, an organisation is providing