Coaching and Mentoring

Coaching is a process that enables learning and development to improve performance. A coach should successfully pass on his/her knowledge and understanding of organizational processes as well as skills and techniques that are related to context in which coaching takes place. While Mentoring is a one-to-one help by one person who is known to be knowledgeable and whose success is apparent in the context that requires mentoring which results in making significant transitions in knowledge and the way of thinking. Good quality learning will also provide learners with follow-up support from their trainer to help them deal with specific queries and questions arising from the implementation of what they have learned.

At Spirit we provide Coaching and Mentoring to help both staff members and organizations to reach their full potential.

Although they are different processes but they share some similarities. Below are some differences between Coaching and Mentoring:

• Coaching is task oriented while Mentoring is relationship oriented.
• Coaching is short-termed as it lasts only as long as it’s needed while mentoring is long-termed as it requires time until both partners involved learn about each other and build trust.
• Coaching is performance driven as the purpose of coaching is mainly to improve the individual’s performance in his job by either enhancing current skills or acquiring new ones. While mentoring is development driven as its purpose is to work on the individual, not only for the current position, but for the future also.
• Coaching doesn’t require design in individual cases, as it can be done immediately but if coaching is sought to be given to a large number of individuals, then certainly some design is needed. While mentoring always requires a design phase in order to determine the strategic purpose for mentoring and the specific elements that will drive the relationship.