Effectively transferring key business skills

Mentoring has been called ‘the glue that makes training stick’. As a mechanism for the transfer of business skills it promotes faster and more effective learning and can help encourage an organisation-wide learning culture.

There are many definitions of mentoring but that which is most commonly acknowledged and recognised is probably: “A defined and agreed relationship between two equals with the aim of learning and improving personal and professional effectiveness.”

Mentoring or coaching?

Mentoring differs from coaching in that it is generally viewed as a long-term relationship in which the mentor provides on-going support through providing the benefit of their wisdom, knowledge and experience while acting as an independent and objective ‘sounding board’.

Coaching, by contrast, is a shorter-term process in which training, advice and guidance are given in response to an identified learning or development need. The best coaches are primarily facilitative i.e. they encourage and support the individual to find and commit to their own solutions, rather than directing what they should do.

Increasingly, mentoring is being used within companies to improve personal performance through helping individuals address and overcome specific challenges in a way which is both meaningful and motivational for them. Mentoring can be particularly effective for dealing with issues relating to confidence, communication, commercial acumen, leadership and decision making.

Here at the BIG Question we can:

Contact us for further details.