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How can you compare coaching and mentoring models for people management?

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Coaching and mentoring are two popular and effective ways of developing your people and helping them achieve their goals. But what are the differences and similarities between these models, and how can you choose the best one for your situation? In this article, we will compare coaching and mentoring models for people management, and provide some tips on how to apply them in practice.

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Ed Giansante

Head of Community, Book Author, Visual Storyteller, Community builder (ex-Dropbox, Wix, Zynga)

1 What is coaching?

Coaching is a process of facilitating learning and performance improvement through focused and structured conversations. A coach helps the coachee to identify their own goals, challenges, strengths, and gaps, and to develop action plans and strategies to overcome them. Coaching is usually short-term, goal-oriented, and specific to a particular skill or situation. Coaching can be done by external experts, managers, peers, or self-coaching tools.

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Ed Giansante

Head of Community, Book Author, Visual Storyteller, Community builder (ex-Dropbox, Wix, Zynga)
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tl;dr: Coaching is usually aimed at personal discovery and growth It's helpful to guide you through your future goals and actions, focusing on self-empowered development. A coach will be a great listener, will question a lot and help you reflect and plan your actions. Like therapists, they're not experts in the subject but will use tools and methodology to get the most out of you.

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2 What is mentoring?

Mentoring is a relationship of mutual learning and support between a mentor and a mentee. A mentor is someone who has more experience, knowledge, or wisdom in a certain field or domain, and who shares it with the mentee through guidance, advice, feedback, and role modeling. Mentoring is usually long-term, holistic, and broad in scope. Mentoring can be formal or informal, and can involve one-to-one or group sessions.

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Ed Giansante

Head of Community, Book Author, Visual Storyteller, Community builder (ex-Dropbox, Wix, Zynga)
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tl;dr: mentoring is typically about acquiring skills and knowledge. As a mentor, I use my own experience and focus on sharing learnings and knowledge to help mentees on their journey to an aspired state. Mentors are also great listeners and will question you a lot. I like to challenge my mentees to think differently, revisit their status quo and I use personal and professional experiences to help guide them.

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3 How are coaching and mentoring similar?

Coaching and mentoring share some common elements and benefits for people management. Both models aim to enhance the personal and professional growth of the participants, and to foster a culture of learning and feedback in the organization. Both models require trust, respect, confidentiality, and rapport between the parties, and a willingness to listen, ask questions, challenge assumptions, and provide support. Both models can improve motivation, performance, confidence, and satisfaction of the employees.

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4 How are coaching and mentoring different?

Coaching and mentoring differ in several aspects, such as the purpose, focus, duration, and role of the facilitator. Coaching is more focused on solving specific problems or achieving specific goals, while mentoring is more focused on developing the whole person and their career path. Coaching is more time-bound and structured, while mentoring is more flexible and organic. Coaching is more directive and performance-driven, while mentoring is more supportive and relationship-driven. A coach is more of a facilitator and a partner, while a mentor is more of a guide and a role model.

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5 How can you choose the best model for your situation?

When it comes to deciding whether coaching or mentoring is the best approach, there is no one-size-fits-all answer as different situations may require different approaches. It’s important to consider the needs and preferences of the employee, such as if they need more guidance or autonomy; if they want more feedback or encouragement; and if they have a clear goal or a vague vision. Additionally, you should examine the availability and expertise of the facilitator, including if they have the time, skills, and resources to coach or mentor effectively; if they have the relevant experience and knowledge to share; and if they have trust and rapport with the employee. Lastly, you should evaluate the context and culture of the organization, such as if it supports and values coaching or mentoring; if it provides the necessary tools and policies to enable them; and if it rewards and recognizes the outcomes of coaching or mentoring.

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Ed Giansante

Head of Community, Book Author, Visual Storyteller, Community builder (ex-Dropbox, Wix, Zynga)
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Think of your desired outcomes: - Outcomes from coaching sessions are typically centered around personal growth, self awareness, confidence and whatnot. - Outcomes from mentoring sessions are typically around clarity on the direction and role in your career or life.

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6 How can you apply coaching or mentoring in practice?

Once you have chosen the best model for your situation, you can apply some best practices to make it successful. For coaching, it is important to use a coaching framework or model, such as GROW (Goal, Reality, Options, Will), to structure conversations and guide questions. Active listening, paraphrasing, summarizing, and reflecting skills should be used to show interest and understanding. Open-ended questions should be asked to stimulate thinking and learning. Feedback, praise, and encouragement are essential for reinforcing progress and positive behaviors. Action planning, follow-up, and review should also be used for accountability and improvement. When it comes to mentoring, expectations, boundaries, and goals should be established for the relationship. Building trust with your mentee is key; share stories and insights from your own experience while providing honest feedback. Encourage exploration of different perspectives while supporting personal and professional development.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Ed Giansante

Head of Community, Book Author, Visual Storyteller, Community builder (ex-Dropbox, Wix, Zynga)
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Regardless of your choice, it's crucial to select someone who suits your requirements well. Professionals in each field differ in their methods and work patterns. At this point, you may already have certain preferences about what you desire or don't desire in your relationship with a personal growth specialist. There's a multitude of individuals who can meet your criteria — you may even find new approaches to seek and accept assistance. What I would say is: - If your objective is to advance towards a personal development goal, select a coach. - However, if you're looking to acquire experience or guidance to propel your career or any other facet of your life forward, opt for a mentor.

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How can you compare coaching and mentoring models for people management?

1

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3

4

5

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1 What is coaching?

2 What is mentoring?

3 How are coaching and mentoring similar?

4 How are coaching and mentoring different?

5 How can you choose the best model for your situation?

6 How can you apply coaching or mentoring in practice?

7 Here’s what else to consider

People Management

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How can you compare coaching and mentoring models for people management?

1

2

3

4

5

6

7

1 What is coaching?

2 What is mentoring?

3 How are coaching and mentoring similar?

4 How are coaching and mentoring different?

5 How can you choose the best model for your situation?

6 How can you apply coaching or mentoring in practice?

7 Here’s what else to consider

People Management

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