Corporate Coaching and
Coaching builds stronger organizations. The challenge that organizations face is how to provide the staff with opportunities for meaningful work and make it possible for the organization to meet its goals. For corporate coaching and mentoring programs to be effective they must be aligned to the corporation’s development objectives. Corporate coaching and mentoring programs are integral in developing a strong foundation for any organization’s greatest assets – their staff. The choice to coach or mentor should be based being aware of what each method offers. These programs offer opportunities to motivate, stay competitive and importantly have a positive impact on the bottom line. The conditions and desired expectations and outcomes of the programs should be direct and concise. Both coaching and mentoring provide opportunities for learning. The terms coaching and mentoring are sometimes inappropriately interchanged. It is important to remember mentoring is relational and coaching is functional.
Corporate coaching is a partnership where the coach’s role is to listen, inquire and effect change. The coach offers navigational support however the one being coached is responsible for his own learning.
According to Flaherty the two key elements of corporate coaching are:
Discovery This is where the individual receiving the coaching has to determine his or her operating assumptions and beliefs. This element assists in uncovering obstacles or hurdles that may impede him or her from achieving the desired goal.
The dictionary defines mentor as a trust counselor or guide. The original “mentor” is credited back to Homer’s poem the Odyssey. Mentor was Odysseus' wise and trusted counselor as well as tutor to his son Telemachus. Mentor's name has become the term for wise and trusted counselor and teacher....