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Models Of Mentoring In Research

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Different models of coaching
Coaching is used for so many reasons;
• Performance coaching
It is noted that coaching activities has a purpose to enhance the performance of an individual in his or her existing role in order to enhance the effectiveness and productivity at workplace. Usually, this kind of coaching has theoretical reinforcement and models from business sports psychology.
• Skills coaching
This specific form of coaching is mainly emphasis on the basic skills of employees that are needed to accomplish their specific role. This kind of coaching offers a flexible, adaptive, and just-in-time approach; used for skills development. However, coaching programs are tailored definitely for the individual that is mainly concentrated on attaining …show more content…

Share the mission of enhancing the personal and professional development. The fundamental difference lies in the degree of experience that everyone should possess. The coach does not need to be an expert. In contrast, the mentor must be a figure of reference of experience, a life story and convey values. If we compare the role of mentor to tutor, we can say that the role of mentor is more strategic, longer-lasting and deeper into the issues. While a leader can play the role of coach or tutor, mentors are not to be direct bosses because it requires greater …show more content…

• There's regularly an emphasis on building up a unit of internal coaches, institutionalising coaching capabilities, procedures and/or models, creating line managers and utilising a formal structure to develop a coaching culture to enhance management and leadership style in an organisation. These methodologies work best when they're all around incorporated with more extensive organisational goals. Without this linkage, well-thoroughly considered incorporated coaching projects regularly spend a lot of time and vitality without adequate core interest.
Options for developing a coaching culture within an organisation
• Individuals at managerial positions are in simply the opportune spot to end up with dynamic coaches. The lion's share of directors will hold consistent one-to-one meetings with their direct

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