Business coaching and mentoring
Organisational development, changes brought about by mergers and acquisitions as well as the need to provide key employees with support through a change of role or career are often catalysts which inspire companies to seek coaching or mentoring.
Mentoring, particularly in its traditional sense, enables an individual to follow in the path of an older and wiser colleague (or external adviser) who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities.
Coaching of individuals enables learning and development to occur and thus performance to improve. To be a successful a Coach requires a knowledge and understanding of process, as well as the variety of styles, skills and techniques that are appropriate to the context. However, the coach may not need to have skills of the job at hand depending on the type of coaching required.
Coaching and mentoring, both of which focus on the individual, can enhance morale, motivation and productivity and reduce staff turnover as individuals feel valued and connected with both small and large organisational changes. This role may be provided by internal coaches or mentors and, increasingly, by professional coaches.
Coaching and mentoring programs generally prove to be popular amongst employees as coaching achieves a balance between fulfilling organisational goals and objectives whilst taking into account the personal development needs of individual employees. It is a two-way relationship with both the organisation and the employee gaining significant benefits.
Executive Coaching and Mentoring
The key differences between business and executive coaching and mentoring are that Executive coaches and mentors typically:
- Have a track record in professional and executive roles
- Work exclusively with the senior executives or those seen to have who have the potential
- Work at board or CEO level within high profile or larger organisations
- Offer total confidentiality
- Have a network of business leaders or senior executives