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The Importance Of Coaching And Mentoring

In today’s time, coaching and mentoring have become extremely necessary in the operations of businesses of all sizes. More and more companies are adopting these development approaches as they can bring numerous benefits to not only the coachees or mentees but also coaches, mentors, and the organization as a whole is definitely not an exception. Wherever these are used, their success depends on various factors, including organizational culture, the skills and competencies of the mentor or coach, as well as the emphasis on learning and development in the organizational context.

Understanding coaching and mentoring

Coaching and mentoring help develop and enhance the skills and potential of an employee both professionally and personally. It indicates a positive change in the individual and encourages the transfer of knowledge from the coach or mentor to the coachee or mentee. However, contrary to popular belief, these approaches don’t apply only to new recruits but also to senior employees, as learning is a continuous process that is imperative in an era of rapid changes. 

Differences between coaching and mentoring

While the terms coaching and mentoring are often used interchangeably, there is a slight difference between the two. It is crucial for an individual to clearly understand their own learning objective in order to choose the right approach. 

Firstly, mentoring refers to a relationship that can last for a long period of time with a focus on career and personal development. It revolves more around developing the mentee professionally regarding their skills and application to the specific work context. Moreover, the mentor is often an experienced and qualified person in the company who can transfer knowledge, experience and open doors to many opportunities. They are also more directive and will provide specific advice and insights about things far above the employee’s job description.

On the other hand, coaching is a short-term relationship and focuses on achieving specific, immediate goals. It mostly revolves around specific personal development areas or issues at work related to leadership, self-management and learning, and increase resilience, confidence, and self-awareness. Unlike the mentor, the coach isn’t necessarily required to have direct experience of their coachee’s occupational role unless the coaching is more skill-focused. They aren’t as directive as mentors as they don’t give out advice or opinions but rather assist, challenge, and let others find their own solutions.

Benefits of coaching and mentoring

Despite bearing certain differences, the importance of both coaching and mentoring extends broadly from the learner to the coach or mentor and the entire organization.

   1. Benefits to the learner

  • Personal and professional development: as previously mentioned, these approaches give focused attention to the aspect of training and development. When employees are coached or mentored, they build and enhance valuable skills, knowledge, and expertise that can improve their individual performance as a whole and promote their personal and professional career growth. 
  • Establish and act towards achieving goals: coaching/mentoring allows the individual to define their career goals in a realistic way. These goals are often centered around two aspects of one’s career, which are skill-building and professional development. With his/her guidance, they can set goals and work hard towards them, bringing greater possibilities of attaining goals and success as well.
  • Develop a good relationship with the supervisor: the learners will feel supported and encouraged to reach their full potential by their manager and the company. This fosters trust with the coach/mentor, leading to a good relationship between two parties and increasing overall employee experience and commitment.

 

   2. Benefits to the coach/mentor

  • Improve personal skills: assisting and guiding other individuals gives the coach/mentor the opportunity to practice and enhance their interpersonal knowledge and skills such as leadership, problem-solving, or strategic analysis, etc. It also allows them to reflect on their approaches so as to adapt or improve for future coaching/mentoring opportunities.
  • Strengthen professional relationships with staff and colleagues: When providing/receiving assistance and help to/from others, humans often feel obliged to give back what they receive, which is known as the principle of reciprocity. A dedicated, genuine coach/mentor will earn loyalty and support from their followers and get them to stay committed to them as well as the company. 
  • Provide satisfaction: Through supporting the development of others and receiving respect from them, the coach/mentor can also enhance job satisfaction as well as their self-esteem.

   3. Benefits to the organization

  • Greater employee retention: employees leave their jobs for many reasons, such as poor relationships with their employers and/or colleagues, lack of opportunities for advancement, or unhealthy work culture, etc. However, a supportive and collaborative environment where the better of individuals and organization as a whole is of significance will surely keep staff morale high and turnover low.
  • Greater skilled workforce: as coaching/mentoring revolves around developing a personal and professional skill set, this results in a skilled, high-performing workforce and acts as a competitive advantage for that company, guaranteeing overall success.
  • Team efficiency: on top of developing employees, coaching and mentoring can also improve the communication and function of the team, department and the entire organization. 
  • Strengthen company culture and ethics: an empowered, better workforce and a healthy environment with clear goals, values, and mutual trust definitely help establish and improve company culture.

Conclusion

 

Mentoring and coaching approaches yield significant benefits to an organization and its people in terms of personal and professional development, higher job satisfaction, and a productive, high-performing workforce, making the organization an ideal workplace for everyone. As such, it’s imperative for companies to adopt these approaches as soon as possible and incorporate them as a regular practice in the organizational system.

According to Phrenimos + Brefi Group

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