Coaching or Mentoring – Part 3

Deciding whether to implement a mentoring program, a coaching program, or both includes consideration of outcome goals. What are examples of some potential outcome goals?

* Develop high potential employees

* Identify future leaders

* Motivate employees

* Increase employee engagement

* Enhance on-the-job training

* Increase skill levels

* Improve internal communications

Consider also the possible candidates for participation in the program.

* Who are the potential mentors?

* Who are the potential coaches?

* Who are the people to receive mentoring or coaching?

More questions to answer before deciding:

* What are the existing talents of potential mentors and coaches within the company?

* What is the existing skill level of the people to receive mentoring or coaching?

* What is the interest level or buy-in to mentoring or coaching?

Explore also questions that will arise with planning implementation:

* How will assigning mentors or coaches to people be done?

* What resources exist for mentors and coaches?

* What resources exist for people receiving mentoring or coaching?

* What training is appropriate?

When a clear outline of goals, candidates, and resources is defined, the choice between programs focuses on how each type of program best meets the objectives within time and budget constraints. Once a decision is made, planning the mentoring or coaching program begins. In the next blog posts, specific steps outline the process.

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