The Style Of Management: Mentoring And Coaching
With the increasing demand for coaching and mentoring, there have many of it claims when it does come from and starts. According to the Managing director of the corporate and Certificate Programs in the London School of Business and Finance – Dessy Ohanians; The coaching and mentoring are the style of management which it becomes widespread from the previous years.
With an unexpected reason, coaching and mentoring had become a powerful tool right now. The effectiveness of these tools has become a great realization with the Businesses and the leaders. It had become a great tool to adopt not only for the business but also for the people who went through coaching.
It had become a big help to many people, especially to be an effective leader. It improves the performance of an individual and for the financial results of a company.
Coaching and mentoring are two different words that create the right combination for success. The only difference between the two is the time scale; at coaching, it only has short term while in mentoring is a long term procedure. At coaching , you need to focus on precise expertise and are more in operational and a duty oriented one. While the mentoring focuses on creating a relationship and more in development motivated.
Coaching is not only benefitting one person but everyone. It is the guide for resolving an issue and find the right conclusion for it. It gives more positivity, especially in a group which an employee can build their self-confidence.
The quality of learning and skills are the contribution to personal and professional development. And in a company, its success is not only measured through the profit but also customer satisfaction by doing the right thing.
Because of the excellent effect of coaching and mentoring there had been many people who are studying and learning how to become the great coach and start helping others, but this makes time and money.
As to be a coach, you need to start with these practical steps such as: Starting a coaching conversation setting up the right learning and expectation, to begin with; the second is to allow them to find themselves or let them have a self-evaluation.
This is to let them know when and where they are the best and lack on. As the coach, you also need to give feedback based on what they are, giving them positive and negative feedback, which will be a good step for them to be successful.
Another thing as a coach is to build a relationship; this is also to help them have a quick and more productive relationship with others with a better understanding. And lastly as a coach you need to be good in adapting this technique in other for you to relate and be connected with them.
Learning these criteria will not benefit you but also the person you coached to, even with this, you can create better people from its skills and resources. The mentoring and coaching as a Style of Management is a significant advantage to the company and for its people.