Abstract
Coaching & mentoring are two different methods of teaching and
encouraging people. But there are still many who can’t tell the difference.
This reflection will explain the differences between coaching & mentoring.
This reflection will also explore my abilities as a coach &
mentor, which will determine which I'm good at.
1
Introduction
There’s a misconception that coaching and
mentoring are the same, when in fact, they are many differences between them.
Coaching is task-oriented, short term, and performance driven (Management
Mentors, 2015). Mentoring, however, is relationship-oriented, long term, and
development driven (Management Mentors, 2015).
Basically, coaching is done when a task
needs to be done within a short period of time, so the coach will have to
impart his knowledge in the shortest time possible to get the desired result.
Mentoring requires good relationship between the mentor and his disciple, so
that effective results can be achieve in the future.
I have been both a coach and a mentor in my
working life, so I will share my experience in this reflection and determine
which one I am good at.
2
As a Coach
I believe that everyone was tasked to be a
coach at one point of his or her working life. This usually happens when new
staffs join the company, and no one in the office wants to take the
responsibility of coaching the new “excited to learn and eager to contribute”
colleague.
I coach many new colleagues in my working
experience, and I have to say that I’m good at teaching them the tasks that
need to be performed. However, I do have some issues to work on.
I tend to get impatient with the colleagues
that may take a longer time to learn and adapt. These people are actually a
hardworking bunch, and will eventually master the tasks that will be bestowed
upon them. My impatience will most likely turn them off, making them less
likely to approach me if they needed help or guidance.
In the long run, this will cause problems
and I will need to be tolerant towards them in order to gain their respect.
3
As a Mentor
I feel that being a mentor is much easier
than being a coach. There is no urgency for my subordinate to accomplish tasks
immediately. Rather, I will allow them to observe how I manage and learn. Also,
I encouraged them to take risks and make mistakes, as I strongly believe that
making mistakes is the most effective way of learning.
These allow them to be independent and
increase their cognitive abilities to make decisions and respond promptly to
any situations without me being around. I can proudly say that they are now working
at their fullest potential. They do seek my advice every now and then, but they
are usually for scenarios that they have never experienced before.
4
Conclusion
Based on the above, it is clear that I make
a good mentor. Apart from imparting my knowledge to them, I bonded with them so
that they will not hesitate to approach me for guidance. Since this is a long-term
process, a good relationship needs to be built so that both parties can
understand and respect each other’s.
There are still much to be learnt on being
a good mentor, but for now, I think I’m doing fine. As time goes by, I believe
I will gain more knowledge on being a good mentor.
I really look forward to mentoring more
trainees, so that both of us can share our own expertise together and grow as
one.
Reference
Management-Mentors.com 2015, The Differences Between Coaching &
Mentoring, viewed 25 January 2015, http://www.management-mentors.com/resources/coaching-mentoring-differences/
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