A hysteretic mentoring process will steadily close the space be;en the current human resources and the leadership talent, which will eventually need to coo enter the forth coming business challenges This study aim to look at mentoring and the role it plays in enhancing the knowledge management as a tool to share and transfer knowledge. It will also help to find out the difference or the similarities between mentoring and coaching. And will also give the expertise process of mentoring which develop the managerial skills and give the results in long-terms. Key Words: Mentoring, Coaching, Organization CONTENT 1.
Introduction . Methodology 3. Define actions 4. The origins of mentoring and advent of coaching 5. Difference and similarities of mentoring and coaching 6. Types Of mentoring 7. Importance of mentoring 8. Mentoring-a sustainable growth Mentoring as a tool 9. 10. Challenges of mentoring 11. Training new mentors/managers 12. Conclusion 13. Bibliography INTRODUCTION Mentoring-a semi structured supervision in which sharing of knowledge, skills and experience takes place between two people or more either at one direction or in Its reciprocation, in order to built up the career and self personality with new perceptions and zest.
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It is not a therapy or counseling but it is about motivating, empowering and resolving the inner persona, developing the outer personality and overall the self understandings, bonding with itself/pals, acquaintance, accountability and positivist. “A society that cuts itself from its youths severs its lifeline, but a society that engages their interests, enlists their talents and liberates their energies bring hope to the entire world” said Kopi Nana, the former United Nations Secretary-General.
Mentoring in its growing stage helps in fostering the success at different stages/level of life. METHODOLOGY This research project is accomplished by means of a literature review of different primary and secondary sources to know what has been written on mentoring in general and difference and similarities between coaching and its use in organizations. DEFINITION In general terms mentoring means to teach, to coach or to facilitate the minute about a specific issue, particular skills or in particular network respectively.
Or it is a person who helps in developing self skills, issues, focuses in order to develop the self persona of the minute. Mentoring can be defined as 1 “Process for the informal transmission of knowledge, social UAPITA, development and the psychological support perceived by the recipient as relevant to work, career or professional development, mentoring entails informal communication, usually face to face and during a sustained period of time, between the mentor and the minute”.
Mentoring can also be defined as 2″a process that supports learning and development and thus performance improves for an individual, team or business”. 1 Baseman and Fenny (2007) parolee and wary (2001) In conservative words, mentoring is the formal relationship between mentor and minute depend on the hindsight, helps in mounting the personalities in efferent ways.
Coaching and mentoring are the key elements of capacity building practices and to implement such practice it is important to identify following issues: Profile of a coach or mentor Difference between coach and mentor Sources for their approaches and their affectively Relevance towards non-governmental organizations THE ORIGIN OF MENTORING AND ADVENT OF COACHING Mentoring has been proficient in different way of life for hundreds of years. But in recent times mentoring has been (re)discovered by the different organizations for their development. The origin of mentoring can be traced sack to Greek mythology.
When Odysseus left home to fight in the Trojan War, he placed an Old, trusted family friend, Mentor, in charge Of his household, thereby delegating responsibility for protecting and educating his son Telemeters 3. A mentor therefore conjures up images of a wise and trusted advisor or counselor. There are some African scholars that made the point that mentor roles were common in Africa long before ancient Greek civilization. For example, in ‘ancient Africa’ when a child was born in the village everybody use to share the responsibility of teaching him or her.
But there as always an individual who use to be a non-family member, who has been assigned a particular role in bringing up the child. This individual was called Habit gain mental in Swahili, translated as ‘the person who asks: ‘What is happening? ‘5 Evidently, mentoring is not recently developed. In ancient Greek, Roman, Chinese, Indian and African civilizations, it has played an important role. The apprenticeship practice and transferring generational knowledge, which was common in craft societies of ancient times, was based on the same perception.
And mentoring is also continued today in very different contexts and cultures. See Homer’s classic text The Odyssey parolee 1995 maw. Mentors. Ca/temporariness. HTML, accessed September 2006 In Africa, for example, young Zulu tribesmen spend time with tribal elders as part of their initiation to manhood, so that the elders can pass on their wisdom and insight. The elders in this case are providing direction and guidance to the younger, more naive Zulu community members. In Asia, Whittier describes: ‘The Eastern mentoring relationship is more like a dance in the sense that it is an interaction between two actors. I make a movement, they make a movement and we move around. This differs from the traditional Western model where an older person passes on knowledge to a younger one. ‘ Japanese mentoring (the sensei-khaki relationship in particular) also emphasizes the relational aspect of mentoring, rather than viewing it as a particular human resource strategy, as many organizations do in the West.
The Japanese view Of mentoring is characterized by informality and the organic growth of relationships, and is based on emotional bonds between senior and junior people within an organization. 8 Coaching has very different, much more contemporary origins. The increasing interest in developmental psychology in Europe and the USA over the past 50 years has led to its application within organizations. Organizational psychology emerged as a distinct discipline that concerned the application of psychological theories, research methods and intervention strategies to workplace issues.
In attempting to address issues of culture change at an organizational level, as well as group behavior and dynamics, life coaching and leadership coaching developed. Coaching, particularly management coaching is becoming an increasingly popular part of the work of psychologists engaged in the field of organizational psychology. Hale 2006 7 PAP Monitor 1998 8 Bright 2005 9 Whittier 2006 Coaching had its origins in the world of sports, with coaches helping competitors to achieve success through structured and focused instruction and tutoring.
In the sass, executives of major companies realized the potential a coaching-style intervention could have in helping them to work more effectively. 9 Such approaches also permeated the development world. In the 1 sass the Community Development Resource Association (CDR) in South Africa was using such an approach as part of its development DIFFERENCE AND SIMILARITIES OF MENTORING AND COACHING The terms coaching and mentoring are often used interchangeably. But mentoring encompasses coaching techniques, whereas coaching alone is not mentoring. There are some perceived differences between the two approaches.