Management: Leading Mentoring and Coaching in Learning Context Essay 2022

Management
Leading, Mentoring and Coaching in Learning
Context
Student’s name
7/30/2019

Management 1
Mentoring is one of the well-known process in which an experienced person within an
organization is assigned to an inexperienced individual and helps in giving training and
providing general support while working within the organization. Other than this, mentoring is
also considered as personal, voluntary, unpaid, and confidential and is provided by an
experienced person called mentor. Hence, he the person who acts as the advisor, guide, role
model who helps in passing the most required knowledge, experience and thoughts who inspire
the other person for its personal as well as vocational growth.
In addition, if we talk about the principles and values that are underpinned mentoring
highlights about looking forward and developing the ability to transfer leaning and apply them
over the new situations, encouraging capability, developing competence, encouraging
collaboration not competition. Other than this, mentor also helps employees in empowering their
personal as well as professional development and making them that much able that they can look
for new idea, theories and knowledge by their own (Garvey, Garvey, Stokes, & Megginson,
2017).
Other than this, this essay also talks about coaching aspect, which highlights the process
of improving the overall performance and helps in unlocking the person’s potential at its
maximum. Hence, this aspect helps the employees to learn rather than teaching them.
Nevertheless, when we see it overall mentoring is similar to coaching which highlights about the
general agreement in which mentor helps the person to learn or grow quicker than they might do
alone. Moreover, mentoring relationship usually emphases on the future aspect, career
development and broadening an individual’s horizons whereas coaching tends to focus more on
solving the immediate issues (Garvey, Garvey, Stokes, & Megginson, 2017).
In terms of coaching, there are major principles, which ensure that coaching helps
employees to be more successful than usual. Hence, by keeping future state of thinking, building
trust, powerful listening, getting agreement, setting of goals, being flexible with the environment
and lastly, aligning with the company’s core values.
If we talk about the mentoring model, there are various kinds of mentoring techniques-
Firstly, group mentoring which highlights about the mentor who works with the four to
six mentorees at a time. Moreover, this entire group meets once or twice a month in order to

Management 2
discuss the various topics. Other than this, it also combines the senior and peer mentoring, the
mentor as well as the peers’ help one another learn and develop appropriate skills/ knowledge.
The benefit associated with group mentoring is that it works well for the organization with the
limited numbers of mentors. In addition, mentorees also gain insight not only from the mentor
but also from the fellow mentorees. However, at the same time, group mentoring lacks the
personal relationships, which is the most preferred in mentoring (Jakubik, Eliades, & Weese,
2016).
Another model, which highlights inside the mentoring aspect, is peer- to –peer
mentoring in which pair of young staffs’ works with each other majorly and mainly on
onboarding packages. The benefits, which are attached with this type of mentoring, model
highlights about the participation of the younger as well as newer employees, which will likely to
benefit from the experience and want to pass it on to the next level of recruits. Hence, new
recruits will automatically be assigned the peer mentor. Moreover, this model will work well for
the larger organization that helps in attracting the top talents through working over regular
recruitment cycles (Bozer, & Jones, 2018).
Hence, this model has proved that it is one of the most effective mentoring models. In
which two colleagues exchanges their expertise and their experiences, which will mutually
benefits their relationship. These benefits helps the organization at large and the peer member
itself because the other peer with whom they work tend to be more aware about the challenges
due to his seniority as well as he comes on the above position on to the corporate ladder.
Another aspect is coaching which covers two models-
In every business, a manager often applies coaching when company needs to train
workers in new services without having much understanding with the future projects. The
virtuous object about coaching models is that if the company implements it regularly, it will help
them a long way. The GROW Model of coaching was developed in 1980s. In this, GROW stand
for Goal, Current reality, option or obstacles and will. Firstly, the objective of the training
highlights the set goals. Secondly, the process focuses over current situations, their current
levels, skills, knowledge and the available resources. Thirdly, the process determines the best