Coaching an individual we focus in on concrete issues, such as managing more effectively, speaking more articulately, and learning how to think strategically. Sometimes this only requires a few sessions with the idea of making a quick impact on the individual’s performance through enhancing their current skills and acquiring new ones.

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Mentoring is relationship oriented. It seeks to provide a safe environment where the mentee shares whatever issues affect his or her professional and personal success. Mentoring an individual has more of a longer term plan. We require time with the individual to build a climate of trust that creates an environment in which the mentee can feel secure in sharing the real issues that impact his or her success. We focus on developing the individual not only for the current job, but also for the future.

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When to consider coaching:

• When a company is seeking to develop its employees in specific competencies using performance management tools and involving the immediate manager

• When a company has a number of talented employees who are not meeting expectations

• When a company is introducing a new system or program

• When a company has a small group of individuals (5-8) in need of increased competency in specific areas

• When a leader or executive needs assistance in acquiring a new skill as an additional responsibility

 

When to consider mentoring:

• When a company is seeking to develop its leaders or talent pool as part of succession planning

• When a company seeks to develop its diverse employees to remove barriers that hinder their success

• When a company seeks to more completely develop its employees in ways that are additional to the acquisition of specific skills/competencies

• When a company wants to create a workforce that balances the professional and the personal