The professional functions imply sponsorship, training, protection, exhibition and challenge; one is activities very related to the activity in the work. On the other hand, the psycho-social functions take care of the inner being of the person object of the actions of the mentor: its form to behave, the personal values of the work place, dilemmas and the feeling of acceptance on the part of the group. One does not limit the development of a little set of abilities or behavior, but one takes care of all the person and her professional race (P. 86). Of before raised one concludes, that the reach of mentoring is widely greater than coaching, that is, in himself, a sub-group of mentoring. Next a picture appears summarize with the main differences between Mentoring and Coaching. Filed under: Peter Farrelly Official Website. Main Differences between Coaching and Mentoring.
Coaching Main Objectives To support and to guide the growth of the prote'ge'. Functions The main thing is to listen, to provide a model to follow and to make suggestions and connections. Attention Immediate problems and opportunities of learning. Mentoring Main Objectives To correct an inadequate behavior, to improve the yield and to distribute abilities that the employee needs to accept new responsibilities. Functions They emphasize the instructions exceeds what there is to do followed of Feedback. Attention Long term development of the professional race. The appreciative evaluation like Model of Coaching The appreciative evaluation is a model of coaching relatively new. It is based on that the Coaching would have to concentrate more in the strongpoints, resources, competitions and opportunities of the individual that in the problem, emphasizing the capacity of coachee to reflect the same and to solve its own conflicting situations. It guides coach it and it helps so that he is able to accept, to deepen, to reconstruct and to solve paradoxes which one faces.
Coaching Main Objectives To support and to guide the growth of the prote'ge'. Functions The main thing is to listen, to provide a model to follow and to make suggestions and connections. Attention Immediate problems and opportunities of learning. Mentoring Main Objectives To correct an inadequate behavior, to improve the yield and to distribute abilities that the employee needs to accept new responsibilities. Functions They emphasize the instructions exceeds what there is to do followed of Feedback. Attention Long term development of the professional race. The appreciative evaluation like Model of Coaching The appreciative evaluation is a model of coaching relatively new. It is based on that the Coaching would have to concentrate more in the strongpoints, resources, competitions and opportunities of the individual that in the problem, emphasizing the capacity of coachee to reflect the same and to solve its own conflicting situations. It guides coach it and it helps so that he is able to accept, to deepen, to reconstruct and to solve paradoxes which one faces.
Posted by: |