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
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