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Human Resources » Coaching & Mentoring


Chrm Message From: aladin Total Posts: 38 Join Date: 29/08/2006
Rank: Executive Post Date: 15/02/2007 11:18:50 Points: 190 Location: United States

Hello professionals,

What is the difference between Coaching, Mentoring, Counseling & Feedback. I've seen that people often misinterpret these and their impartings.

Your help in this regard shall be of great help ; )

Regards

aladin

 

Chrm Message From: rajul Total Posts: 52 Join Date: 29/08/2006  
Rank: Manager Post Date: 15/02/2007 11:23:29 Points: 260 Location: United States

Hi Aladin,

You may differentiate from the draft below:

Mentoring - Mentoring is the process of using specially selected and trained individuals to provide guidance and advice which will help to develop the careers of the 'proteges' Allocated to them.

Mentoring is aimed at complementing learning on the job, which must always be the best way of acquiring the particular skills and knowledge the job holder needs. Mentoring also complements formal training by providing those who benefit from it with individual guidance from experienced managers who are 'wise in the ways of the organization'.

Mentors provide for the person or persons allocated to them :
advice in drawing up self‑development programs or learning contracts; general help with learning programs; guidance on how to acquire the necessary knowledge and skills to do a new job; advice on dealing with any administrative, technical or people problems individuals meet.

Coaching - Coaching is a modern and rapidly growing method for helping others to improve, develop, learn new skills, find personal success, achieve aims and manage life change and personal challenges. Life coaching, or personal coaching - different terms are used - is effective for all situations, whether in personal life, career, sales or corporate and business life. Coaching is different to training.
- Coaching draws out rather than puts in.
-It develops rather than imposes.
-It reflects rather than directs.
-Coaching is is reactive, flexible and enabling, not prescriptive or instructional.
-Coaching is non-judgemental, not judgemental.
-Coaching helps people to develop and grow in a variety of areas.
-Coaching is about getting the very best out of someone and enabling them to make decisions that will improve their life.

The job of the Coach is to work with clients to help them find the answers themselves. 

Professional Counseling is a process of
-clinically assessing / diagnosing / psychologically testing,
-applying scientific psychotherapy / mentoring
-advising solutions for improving
-offering development programs
-evaluation of the results - post counseling session.

Feedback - What is feedback? Feedback is the process of giving data to someone about the impact the person makes through his or her attitudes, actions, and words. If there is lots of honest, open feedback going on in an organization, up and down and sideways, that is a clear signal that the environment is in the Stretch Zone and that people are learning and changing.

There are two kinds of feedback:

• Evaluative feedback

• Developmental feedback

Although these two kinds of feedback are interrelated, they are not different shades of the same color. They are not merely two dialects: although they are linked, look at them almost as two different languages. Understanding this is a breakthrough in shifting from boss to coach.

Evaluative Feedback - Evaluative feedback is what most people think of when they hear the word feedback. Evaluative feedback, often in the form of the annual performance review, is a key element of management. It is based on a familiar model of grading found in schools: A through F, a quartile, a ranking of 1 to 5. It allows for comparisons‑"You outperformed/underperformed"‑etc.

Evaluative feedback is an essential part of management. Evaluative feedback comprises the bulk of the feedback given during an annual performance review or performance assessment. During the performance review, the manager gives (and should give) a grade or rating‑a snapshot or picture of the past‑that captures the manager's perception of the person being evaluated. Some organizations include other evaluations to create what they call 360‑degrbe feedback in which the person gets feedback from people over, under, and next to him or her as well as for clients.

The primary goal of the performance review where evaluative feedback is given is to make sure the person being evaluated clearly understands (not necessarily agrees with) what the grade/rating/picture is for the past. Whether evaluative feedback comes from one person or many, it is a vital part of management.

Developmental Feedback - Developmental feedback is very different from evaluative feedback. It looks forward to what "we" (coach and person being coached) can do to improve and create a better picture (grade) for the future/next time.

Developmental feedback answers the questions, "What can we do better to meet/exceed the plan?" or "How can we fix ... T' Another key difference is that these developmental questions are not asked only once or twice a year but daily. The time for developmental coaching is always‑in a coaching session, in the corridor

For a comparison of evaluative and developmental feedback, see below.

Regards

Rajul


Chrm Message From: nr_venky Total Posts: 3 Join Date: 29/08/2006  
Rank: Beginner Post Date: 18/09/2010 12:25:10 Points: 15 Location: United States

Hi,

I would like to keep it simple with few examples below with keywords underscored.

Training: I underwent a classroom training for public speaking and presentation. It is a two full day session filled with examples and some exercises. I have also referred few online tutorials and self-paced guide for honing up this skills.

Coaching: To bring out some changes in real life, it is mandatory to put them on the job. So, a colleague from HR dept will regularly coach me on the job.

Mentoring: One of my manager in my previous company is a very good speaker and I chose him as my mentor. He is willing to share tips about public speaking at intervals which would benefit me.

Feedback: My manager and my team are the best choice to comment on my performance. It can be both appreciative and constructive.

Counseling: One of my friend who has stage fear and anxiety when he stands infront of audience. I introduced him to a pschyologist who provided professional guidance and advice for him to overcome his fear.

Hope I am able to explain with good example.

Regards,

Venkat.

 

Chrm Message From: mskundle Total Posts: 4 Join Date: 29/08/2006  
Rank: Beginner Post Date: 09/03/2011 06:45:49 Points: 20 Location: United States

Whether the employee is new or old, in an organisation we should assign a mentor for everyone. That will put an onus on employee to grow to higher potential. He can be groomed to suitable position according to his traits. This will bring the change in organisation culture.

Mohan

Chrm Message From: sweet.shweta27@gmail.com Total Posts: 2 Join Date: 29/08/2006  
Rank: Beginner Post Date: 10/03/2011 00:37:01 Points: 10 Location: United States

Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. According to a survey conducted by International Coach Federation (ICF), more than 4,000 companies are using coach for their executives. These coaches are experts most of the time outside consultants.

A coach is the best training plan for the CEO’s because

  It is one to one interaction

  It can be done at the convenience of CEO

  It can be done on phone, meetings, through e-mails, chat

 

  It provides an opportunity to receive feedback from an expert

  It helps in identifying weaknesses and focus on the area that needs improvement This method best suits for the people at the top because if we see on emotional front, when a person reaches the top, he gets lonely and it becomes difficult to find someone to talk to. It helps in finding out the executive’s specific developmental needs. The needs can be identified through 60 degree performance reviews.

Procedure of the Coaching

The procedure of the coaching is mutually determined by the executive and coach. The procedure is followed by successive counseling and meetings at the executive’s convenience by the coach.

  1. Understand the participant’s job, the knowledge, skills, and attitudes, and resources required to meet the desired expectation

 

  1. Meet the participant and mutually agree on the objective that has to be achieved

 

  1. Mutually arrive at a plan and schedule

 

  1. At the job, show the participant how to achieve the objectives, observe the performance and then provide feedback

 

  1. Repeat step 4 until performance improves

For the people at middle level management, coaching is more likely done by the supervisor; however experts from outside the organization are at times used for up and coming managers. Again, the personalized approach assists the manger focus on definite needs and improvement.

 

Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee.

The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company. The executive can learn a lot from mentoring. By dealing with diverse mentee’s, the executive is given the chance to grow professionally by developing management skills and learning how to work with people with diverse background, culture, and language and personality types.


Executives also have mentors. In cases where the executive is new to the organization, a senior executive could be assigned as a mentor to assist the new executive settled into his role. Mentoring is one of the important methods for preparing them to be future executives. This method allows the mentor to determine what is required to improve mentee’s performance. Once the mentor identifies the problem, weakness, and the area that needs to be worked upon, the mentor can advise relevant
training. The mentor can also provide opportunities to work on special processes and projects that require use of proficiency.

Some key points on Mentoring

  • Mentoring focus on attitude development

 

  • Conducted for management-level employees

 

  • Mentoring is done by someone inside the company

 

  • It is one-to-one interaction

 

  • It helps in identifying weaknesses and focus on the area that needs improvement

 

 
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