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Coaching and mentoring within the context of an organisation has been defined as ‘The potential to transform individuals’ performance and organisations’ success…Coaching enables managers to find business solutions using their own resources and as such it can be a powerful tool for organsational development. (Institute of Leadership and Management, 2011)

Suzanne Faure describes mentoring a ‘long term relationship that meets a development need, helps develop full potential, and benefits all partners, mentor, mentee and the organisation’

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The University of Leicester Coaching Academy defines Coaching ‘the coachee has all the resources required to be able to solve his or her own issues…Coaching, as we see it, is not about giving advice and the coach does not need to be an ‘expert’ in the coachee’s area of work. Nor is it counselling, although occasionally personal issues may be considered when necessary. There are boundaries in coaching and the coach promises to work within the limit of his or her knowledge and competence, focusing on work-related issues’

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