TTM associates Article
Organisations aim to create an environment of learning and development using a number of techniques and methods; some more effective than others. One of the most common methods used in training are coaching and mentoring. Training used alone increases productivity by 28% (Rock et al 2006), more importantly it is argued that the combination of training with coaching-mentoring increases productivity by 88%.
Therefore, it is of vital importance to realize that the latter processes are a way of learning as well as influencing behaviours that organisations need to have in place in terms of becoming more profitable to increase their organisational excellence.
Is There a Difference Between These Two?
Connor and Pokora (2007), outline that mentoring is presented as an ongoing relationship able to last for a long period of time, it is partly informal in nature and meetings can take place as and when the mentee needs advice. On the other hand however, coaching relationship has a set duration, with a well-structured body and all the meetings are scheduled on a regular basis. Clutterbuck (2008) says that the distinction of coaching and mentoring is that coaching in most applications addresses performance in some aspect of an individual’s work or life while mentoring is mostly related to much broader development, holistic and career progress.
Benefits For The Organisation
Organizations have a number of strategic benefits when implementing coaching and mentoring.
Coaching and mentoring can play a vital role in an organisation knowledge, development acceleration and maintenance, not only for new employees but for all employees. It may transform and influence behaviours that may lead to effective as well as increased organisational skills.
Therefore, organisations can significantly benefit through the use of coaching and mentoring improving organisational performance.