Coaching and mentoring use the same skills and approach but coaching is short term task-based and mentoring is a longer term relationship.
Why coaching and mentoring? You will recognise that to survive and prosper in these tough times, your organisation has to be performing at the highest level of effectiveness.
This means leadership skills, decision-making, staff relations, creativity, stress and time management, meeting control or sensitive issue handling, has to be of the very highest order.
Executive coaching and mentoring can help you in all those vital areas and more, because it's all about the future ...
... discovering your hidden potential and achieving it – fast!
Brefi Group has enjoyed enormous success doing exactly this for leading organisations around the world for over two decades.
What is coaching?
The Chartered Institute of Personnel and Development (CIPD) lists some characteristics of coaching in organisations that are generally agreed on by most coaching professionals: -
- It consists of one-to-one developmental discussions.
- It provides people with feedback on both their strengths and weaknesses.
- It is aimed at specific issues/areas.
- It is a relatively short-term activity, except in executive coaching, which tends to have a longer timeframe.
- It is essentially a non-directive form of development.
- It focuses on improving performance and developing/enhancing individuals skills.
- It is used to address a wide range of issues.
- Coaching activities have both organisational and individual goals.
- It assumes that the individual is psychologically healthy and does not require a clinical intervention.
- It works on the premise that clients are self-aware, or can achieve self-awareness.
- It is time-bounded.
- It is a skilled activity
- Personal issues may be discussed but the emphasis is on performance on work.
This is how the International Coach Federation defines the basic coaching competencies:
- Meet ethical guidelines of the profession
- Ability to establish a coaching agreement
- Ability to establish an intimate and trusting relationship with the client
- Ability to be fully present, conscious and spontaneous
- Ability to express active listening
- Ability to ask powerful questions
- Ability to be a direct communicator
- Ability to create and raise the client's awareness
- Ability to design and create action plans and action behaviours
- Ability to develop plans and establish goals with the client
- Ability to manage the client's progress and hold him/her responsible for action
The core of coaching is building rapport, asking powerful questions and setting goals.
Reflections of a Corporate Coach
Reflections of a Corporate Coach, a personal collection of anecdotes and observations from Richard Winfield's 30-year career, provides an insight into personal development and positive thinking, and is a practical demonstration of the power of storytelling in corporate life.
What is Executive Coaching?
Brefi Group provides corporate coaching, which is executive coaching undertaken within the context of an organisation's vision, mission, values – and strategy. By working within an organisation as well as with individuals, corporate coaching extracts the synergy that is greater than the sum of the parts.
The International Coach Federation has researched the qualities needed by an executive coach, such as:
- A firm grounding in business knowledge and competencies
- Thorough understanding of the world of the executive leader
- A broad understanding of leadership and leadership development
- Knowledge of systems dynamics (organisation and community)
- Knowledge of the framework of adult development
- High standards of personal and professional ethics
- Highly developed communication proficiency allowing us to operate in the executive's environment
- Advanced coaching skills and capabilities
- Stature and reputation that gains respect
- A commitment to lifelong learning similar to the leader him/herself
Invisible Coaching® – the art of natural coaching
Brefi Group's signature Invisible Coaching® and Coaching on a Credit Card® multi-media home study courses will teach you to think and act like a natural coach. Read more.
Coaching and mentoring processes
Individual and management development can take place in many forms, some delivered by managers and some by internal or external coaches, or mentors. Robert Dilts defines the different activities as follows: -
Guiding: the process of directing an individual or a group along the path leading from present state to a desired state
Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance
Teaching: helping an individual or group develop cognitive skills and capabilities
Mentoring: helping to shape an individual’s beliefs and values in a positive way; often a longer term career relationship from someone who has ‘done it before’
Counselling: helping an individual to improve performance by resolving situations from the past.
Differences between mentoring and coaching
The CIPD differentiates between coaching, mentoring and counselling. It is helpful to understand these differences as, although many of the processes are similar, they are generally delivered by individuals with different qualifications and different relationships with their client.
|Ongoing relationship that can last for a long period of time||Relationship generally has a set duration|
|Can be more informal and meetings can take place as and when the mentee needs some advice, guidance or support||Generally more structured in nature and meetings are scheduled on a regular basis|
|More long-term and takes a broader view of the person||Short-term (sometimes time-bounded) and focused on specific development areas/issues|
|Mentor is usually more experienced and qualified than the ‘mentee’. Often a senior person in the organisation who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities||Coaching is generally not performed on the basis that the coach needs to have direct experience of their client’s formal occupational role, unless the coaching is specific and skills-focused|
|Focus is on career and personal development||Focus is generally on development/issues at work|
|Agenda is set by the mentee, with the mentor providing support and guidance to prepare them for future roles||The agenda is focused on achieving specific, immediate goals|
|Mentoring resolves more around developing the mentee professional||Coaching revolves more around specific development areas/issues|
Counselling, is a highly skilled intervention focused on helping individuals address underlying psychological problems.
Differences between counselling and coaching
|Broader focus and greater depth||Narrower focus|
|Goal is to help people understand the root causes of long-standing performance problems/issues at work||The goal is to improve an individual’s performance at work|
|A short-term intervention, but can last for longer time periods due to the breadth of issues to be addressed||Tends for be a short-term intervention|
|Counselling can be used to address psycho-social as well as performance issues||Coaching does not seek to resolve any underlying psychological problems. It assumes a person does not require a psycho-social intervention|
|The agenda is generally agreed by the individuals and the counsellor||The agenda is typically set by the individual, but in agreement/ consultation with the organisation|
|Other stakeholders are rarely involved||Other stakeholders are involved|
What to do next about coaching and mentoring
It's vital that you don't leave this site without identifying exactly what you need.
The reason you are here – is that you recognise there are areas of your business and your organisation that need to be improved.
We can help with that...
With our MBA level experience and training in the psychology of change, Brefi Group possesses the unique combination of maturity, professional skills and human qualities required for coaching and mentoring top decision-makers and the leaders of the future, whether they be in commercial or public organisations or running a small company.
Such key individuals have the maximum leverage for change – they provide the leadership and role models for the rest of the organisation. They are under the greatest pressure, and are more likely to suffer from stress and an out of balance work/home life.
When you are ready to move forward, the next step is easy.
If you are still undecided and would like to know a little bit more about us before making contact, please visit our About us page to consider our impeccable credentials and the many benefits we could offer to you and your organisation.