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Life Perú | Las diferencias entre coaching y mentoring

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Es comprensible que puedas pensar que el taller de coaching y el de mentoring son similres o incluso lo mismo. Pero no lo son.

http://life.pe/

Published in: Recruiting & HR
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Life Perú | Las diferencias entre coaching y mentoring

  1. 1. Las diferencias entre coaching y mentoring
  2. 2. Life Perú, empresa dedicada al liderazgo empresarial te enseña la diferencia entre el coaching y el mentoring. Similares pero no iguales. Es comprensible que puedas pensar que el taller de coaching y el de mentoring son similres o incluso lo mismo. Pero no lo son. Ambos justifican su consideración en el lugar de trabajo. Estos son cinco diferenciadores que pensamos que son importantes. Diferenciador N° 1: El coaching está orientado a deberes. El objetivo es concretar asuntos, cómo gerenciar de manera más efectiva, hablar de manera más segura y aprender a cómo pensar de forma estratégica. Esto requiere un experto en contenidos (coach) que sea capaz de enseñar al coachee cómo desarrollar estas habilidades.
  3. 3. El mentoring está orientado a relaciones. Busca proporcionar un ambiente seguro donde el mentoree comparta cualquier problema que afecte su éxito profesional y personal. A pesar de que los objetivos de aprendizaje específicos o competencias pueden ser usados como una base para crear la relación, se enfoca más allá de estas áreas para incluir cosas como equilibrio trabajo-vida, autoconfianza, autopercepción y cómo lo personal afecta lo profesional. Diferenciador N° 2 El coaching es a corto plazo. El el coach puede involucrarse de maner exitosa con el coachee por un corto periodo de tiempo, incluso por unas pocas sesiones. El coaching dura tanto como se necesite, dependiendo del objetivo de la relación de coaching.
  4. 4. El coaching es siempre a largo plazo. Para que que el mentoring tenga éxito requiere tiempo para que ambas partes puedan aprender uno del otro y construir un clima de confianza que cree un ambiente en el que el mentoree pueda sentirse seguro de compartir los verdaderos problemas que impactan su éxito. Las relaciones exitosas de mentoring duran de nueve meses a un año. Diferenciador N° 3: El coaching motiva el desempeño. El fin del coaching es mejorar el desempeño individual en el trabajo. Esto involucra mejorar las habilidades actuales o adquirir nuevas habilidades. Una vez que el coachee adquiere de forma exitosa las habilidades, no se necesita más al coach.
  5. 5. Diferenciador N° 4 El coaching no requiere diseño. El coaching puede ser llevado a cabo casi de inmediato en cualquier tema. Si una empresa busca proporcionar coaching a un largo grupo de personas, entonces es necesario una cantidad de diseño con el fin de determinar el área de competencia, la experticia necesaria y las herramientas de evaluación utilizadas, pero esto no necesariamente requiere una gran cantidad de tiempo de elaboración para implementar el programa de coaching. El mentoring requiere una fase de diseño con el objetivo de determinar el fin estratégico para el mentoring, las áreas de enfoque de la relación, los modelos de mentoring específicos y los componentes específicos que guiarán la relación, en especial el proceso de emparejamiento.
  6. 6. Diferenciador Nº 5 El gerente inmediato del coachee es un socio crítico en el coaching. Este proporciona al coach con retroalimentacon en áreas en el que el empleado necesite el coaching. El coach usa esta información para guiar el proceso de coaching. En el mentoring, el gerente inmediato esta indirectamente involucrado. Aunque este pueda ofrecer sugerencias al empleado sobre cómo usar mejor la experiencia del mentoring o pueda dar una recomendación al comité de emparejamiento sobre cuál sería una buena pareja,el administrador no tiene relación con con el mentor y no hay comunicación entre ellos durante el proceso de mentoring. Esto ayuda a mantener la integridad de la relación del mentoring.
  7. 7. Cuándo emplear el coaching: • Cuando la empresa busca desarrollar en los empleados competencias específicas usando las herramientas de gestión de desempeño e inolucrando al gerente inmediato. • Cuando la empresa tiene un número de empleados talentosos que no cumplen con las expectativas. • Cuando la empresa está introduciendo un nuevo sistema o programa. • Cuando la empresa tiene un grupo pequeño de personas (5-8) que necesitan incrementar la competencia en áreas específicas.
  8. 8. • Cuando un líder o un ejecutivo necesita ayuda para adquirir una nueva habilidad como responsabilidad adicional. Cuándo emplear el mentoring: • Cuando una empresa busca desarrollar sus líderes o fuente de talentos como parte de un plan de sucesión. • Cuando una empresa busca desarrollar sus diversos empleados para eliminar barreras que impidan su éxito. • Cuando una empresa busca desarrollar de forma más completa sus empleados en maneras adicionales a la adquisición de habilidades o competencias específicas
  9. 9. • Cuando una empresa busca retener la experticia y experiencia interna que residen en los empleados mayores para futuras generaciones. • Cuando una empresa quiere crear una fuerza de trabajo que equilibre lo profesional y lo personal. Enlace: http://life.pe/noticias-eventos/noticias/las-diferencias-entre- coaching-y-mentoring

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