The traditional image of workplace coaching has been for the reserve of executives or individuals with high potential within an organisation.It is now reaching the shop floor with organisations realising that managers using coaching skills in the workplace can provide direct performance and business benefits.Coaching embraces 2 fundamental principles, that of awareness and responsibility .
This is supported in an article by Sue Weekes that “old style directional management is unlikely to get the best out of younger employees”.Instead of telling people what to do, there appears to be a shift to encouraging people and allowing them to think for themselves and come up with their own solutions.He then goes on to say “coaches usually focus on the clients perception of the challenges they face”.Jennifer Wright argues that the difference is mentoring traditionally involves an individual with expert knowledge passing the knowledge in a specific domain.” Coaching is defined as a process in which the coach facilitates learning in the client and furthermore elicits solutions from the clients.The aim of the report will give you the reader an insight into the subject area bringing together views, evidence, and real life perspective (the writers). Coaching versus mentoring: a difference in name only?
Before I proceed any further, it is at this point I feel it is important to define for the reader the difference between the two approaches.
Finally during my writing, I will be adding my own thoughts, as well as reference material and drawing comparisons through a case study of my experience as a manager in a multi national manufacturing organisation, where I had been involved with coaching first hand.
This I hope will add some realism to the theory and reference material.
Rather than interjecting and solving the issues, a coaching manager would look to provide support, challenge, feedback and guidance.
Managers can also use this skill for example during team meetings to enable the team to take responsibility for their activities.
These definitions came from a coaching perspective; therefore to keep the balance, from a mentoring dimension I present a definition from Meggison and Clutterbuck .