Drive professional growth through coaching and mentoring

Drive professional growth

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” – John C. Crosby

Indeed, it is!

Growth is one such word that echoes in everybody’s mind. Be it an individual or an organization, growth is a sign of development. Being stagnant is synonymous with non-existence these days. There is a dire need to update oneself with the latest tools and techniques and every organization should take a strict note of it.

The growth of the organization should not be measured in terms of the profit and the infrastructure as the real growth of the organization exists in the growth of its own people. And, the businesses wanting to survive in the market in the long term would always move in that direction.

Of course, growth is a need and desire for all those individuals’ who have been aiming to be the best at whatever they are. And what better way than coaching and mentoring? 

Coaching and Mentoring not only helps one to explore the things in a positive manner but also gives them the confidence to do things in the right manner. It gently pushes the person to adapt to the culture of the organization and understand the goal even better.

So, let’s learn about the terminologies in length and know how they are helpful in strengthening the individuals and complementing the goals of an organization.

What are Coaching and Mentoring?

Coaching and mentoring are the development techniques used to enhance an individual’s skills, knowledge and work performance. It is based on one-on-one interaction aimed at specific skills and specific results.

Read: Tips for being more productive at work

Difference between Coaching and Mentoring:

Coaching usually focuses on specific goals and skills to improve the productivity of the individual and make him/her as more efficient. It is only for a short tenure.

Mentoring is usually carried out by a very senior and efficient professional who is assigned the role to transfer the knowledge to the inexperienced member of the team. It is done over a longer period of time.

Need for coaching and mentoring:

More and more companies have started believing in the concept of coaching and mentoring and are implementing it. It brings the desired changes in the individuals’ apart from collectively contributing to the growth of the company.

Read: The Best Fortune 500 Mentorship Programs

There is always a gap between the potential of the individual and the achievement of the person. To bridge this gap, coaching and mentoring are used wherein several tools and techniques are applied to bring the best in the individual. There could be problems related to productivity, behavioral issues, performance issues and so on. Thus, the coaches and mentors are appointed to get these problems sorted out. The coaches and mentors could be managers, professional trainers, supervisors and so on.

Here are some of the Business Mentoring Models:

  1. One-On-One Mentoring

This is one of the most frequently used mentoring models and the successful ones as well. It allows the mentor and the mentee to build a close relationship and to be comfortable with each other’s working style. It focuses on individual problems and achievements.

  1. Resource-Based Mentoring:

It is also a one-on-one mentoring model but the mentor and the mentee aren’t chosen by the mentoring program manager. The mentee can approach the senior professionals and request them to be their mentor. There can be a single mentor or 2 or 3 mentors depending upon the need.

  1. Group Mentoring

A group of 4-6 members is chosen for the mentoring program. The sessions are scheduled twice or thrice in a month. The group members under the guidance of the mentor assist each other in developing certain skills and knowledge.

  1. Training-Based Mentoring

A mentor is hired to train the individual or complete the specific task or develop a specific skill needed to finish a particular project or task. It is usually for a short tenure.

  1. Executive Mentoring    

The senior managers are asked to train their junior members for developing a particular skill set so that the organization isn’t deprived of the human resources when such skilled persons are required. It usually happens when there is a newcomer or when the seniors are leaving the organization.

Benefits of Coaching and Mentoring:

To the Coach or the Mentor:

  • It enhances their own skill levels.
  • It gives them job satisfaction.
  • It helps them to build a professional network and interact with more people.
  • It boosts their self-esteem.

To the Learner:

  • It increases their skill sets.
  • It enhances their professional career growth
  • It turns the weakness to their strengths.
  • It helps them to build a good rapport with their supervisors and seniors.
  • It opens the gate for better opportunities.
  • It helps them in raising their self-esteem.
  •   It helps them in improving their personal life.

To the Organization:

  • It leads to higher employee retention.
  • It leads to better productivity levels.
  • It increases the skill set and knowledge levels of the employees.
  • It paves a path to achieve goals.
  • It helps in succession planning.
  • It leads to complete utilization of human resources.
  • It strengthens the company culture and ethics. 
Effectiveness of Coaching and Mentoring:

Needless to say that Coaching and Mentoring have brought drastic changes in an individual’s life as well as the organization. The concept of Coaching and Mentoring isn’t new in today’s era as human resources are vital and the firm takes all the efforts to give the best to them and retain them.

There was a time when the employees were contributing only for the development of the company and there wasn’t any concept of individual growth. Today, it is a win-win situation where more and more training are arranged for the employees.

High the employee skill set, better is the growth of the company. 

There are standard processes set to initiate the Coaching and Mentoring practices. There are various tools used to train the employees and track their progress. Companies also have exclusive departments to cater to the needs of the employee training and mentoring.

 Coaching and Mentoring – Investment:

No longer, the amount spent to develop Coaching and Mentoring culture in an organization is an expense. It is considered as an investment. Thus, more and more companies are adopting the Coaching and Mentoring culture to empower their employees. It also helps in building the trust between the company and the employees. The employees feel a sense of responsibility towards the company and contribute more to the growth of the company.

If you have a mentor or are being coached by your manager, do let us know the experience. Were you benefitted by them? Did you a see a change in yourself? Could you increase your productivity? Share your reviews at