West Yorkshire Mentor Guide

T here is some confusion coaching. The videos below share some perspectives. Do you agree or have a different view? Broadly speaking, CIPD defines coaching as ‘developing a person’s about what exactly mentoring is and how it differs from

skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It usually lasts for a short period and focuses on specific skills and goals.’

Traditionally, mentoring is the long term passing on of support, guidance and advice. In the workplace it has tended to describe a relationship in which a more experienced colleague uses their greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff.

Today, mentoring is a relationship that offers opportunities for mentors and mentees to learn from each other. It is more of an exchange than a one-way giving of advice.

The characteristics of mentoring are: • A supportive form of development.

• Focuses on helping an individual manage their career and improve skills. • Personal issues can be discussed more productively unlike in coaching where the emphasis is on performance at work. • Activities have both organisational and individual goals. • Ongoing relationship can last for a long time. • Informal and meetings take place when the mentored individual needs some guidance and/or support • More long term and takes a broader view of the person. • Agenda is set by the mentee with the mentor offering support and guidance


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