hope this will help you.
for further reference please visit this site: http://equalityhumanrights.com <link updated to site home>
Coaching is about using day-to-day work experiences as a learning opportunity via the facilitation of an experienced ‘coach’. It involves encouraging self-reflection to unlock a person’s potential to maximize his or her own performance by helping them to learn from experience. Coaching typically has a practical focus aimed at addressing real workplace challenges and can either be treated as a short-term intervention or a longer-term developmental process.
Counselling shares many similarities with coaching but is closer to the therapeutic relationship between therapist and patient. Although often instigated in response to work-related issues there is a significant psychological dimension: addressing the person as a whole rather than just in a professional capacity. The processes involved are more about understanding, challenging and enabling than providing feedback. Counselling is not about giving advice but is about getting people to see things from a different viewpoint and encouraging them to take action to solve their problems themselves.
Mentoring is usually described as “the relationship between a senior and more junior member of an organization directed towards the advancement and support of the junior member” (Fowler and Gorman, 2004). It is a long-term relationship (either formal or informal) associated with the provision of support and guidance and ‘passing on of wisdom’. Although typically used for the support of inexperienced managers new to a job or organisation it is now increasingly common for CEO’s and directors to have their own mentors. A trusted external mentor can be an invaluable support in problem solving and acting as a ‘friendly ear’ with whom to share sensitive issues that would be difficult to share with colleagues or more junior members of staff.
now feedback is:-The return of information about the result of a process or activity; an evaluative response:for example" ask the students for their feedback on the new curriculum"
Feedback is generally a piece of information which is being drawn or provided by the components of the system or output of the system regarding the functioning of that particular system. for example
in any organisation on the basis of the feedback from the training need analysis an employee can be provided coaching or counseling or mentoring.
hope i have made these terms clear to you.
Mentoring is the process of using specially selected and trained individuals to provide guidance and advice which will help to develop the careers of the 'proteges' Allocated to them.
Mentoring is aimed at complementing learning on the job, which must always be the best way of acquiring the particular skills and knowledge the job holder needs. Mentoring also complements formal training by providing those who benefit from it with individual guidance from experienced managers who are 'wise in the ways of the organization'.
Mentors provide for the person or persons allocated to them :
advice in drawing up self‑development programs or learning contracts; general help with learning programs; guidance on how to acquire the necessary knowledge and skills to do a new job; advice on dealing with any administrative, technical or people problems individuals meet.
Coaching is a modern and rapidly growing method for helping others to improve, develop, learn new skills, find personal success, achieve aims and manage life change and personal challenges. Life coaching, or personal coaching - different terms are used - is effective for all situations, whether in personal life, career, sales or corporate and business life. Coaching is different to training.
- Coaching draws out rather than puts in.
-It develops rather than imposes.
-It reflects rather than directs.
-Coaching is is reactive, flexible and enabling, not prescriptive or instructional.
-Coaching is non-judgemental, not judgemental.
-Coaching helps people to develop and grow in a variety of areas.
-Coaching is about getting the very best out of someone and enabling them to make decisions that will improve their life.
A COACH JOB IS to work with clients to help them find the answers themselves.
is a process of
-clinically assessing / diagnosing / psychologically testing,
-applying scientific psychotherapy / mentoring
-advising solutions for improving
-offering development programs
-evaluation of the results - post counseling session.
What is feedback? Feedback is the process of giving data to someone
about the impact the person makes through his or her attitudes,
actions, and words. If there is lots of honest, open feedback going on
in an organization, up and down and sideways, that is a clear signal
that the environment is in the Stretch Zone and that people are
learning and changing.
There are two kinds of feedback:
• Evaluative feedback
• Developmental feedback
Although these two kinds of feedback are interrelated, they are not different
shades of the same color. They are not merely two dialects: although they
are linked, look at them almost as two different languages. Understanding
this is a breakthrough in shifting from boss to coach.
Evaluative feedback is what most people think of when they hear the word
feedback. Evaluative feedback, often in the form of the annual performance
review, is a key element of management. It is based on a familiar
model of grading found in schools: A through F, a quartile, a ranking of 1 to
5. It allows for comparisons‑"You outperformed/underperformed"‑etc.
Evaluative feedback is an essential part of management. Evaluative
feedback comprises the bulk of the feedback given during an annual
performance review or performance assessment. During the performance
review, the manager gives (and should give) a grade or rating‑a snapshot or
picture of the past‑that captures the manager's perception of the person
being evaluated. Some organizations include other evaluations to create
what they call 360‑degrbe feedback in which the person gets feedback from
people over, under, and next to him or her as well as for clients.
The primary goal of the performance review where evaluative feedback is
given is to make sure the person being evaluated clearly understands (not
necessarily agrees with) what the grade/rating/picture is for the past.
Whether evaluative feedback comes from one person or many, it is a vital
part of management.
Developmental feedback is very different from evaluative feedback. It looks
forward to what "we" (coach and person being coached) can do to improve
and create a better picture (grade) for the future/next time.
Developmental feedback answers the questions, "What can we do better to
meet/exceed the plan?" or "How can we fix ... T' Another key difference is
that these developmental questions are not asked only once or twice a year
but daily. The time for developmental coaching is always‑in a coaching
session, in the corridor
For a comparison of evaluative and developmental feedback, see
Evaluative Feedback Developmental Feedback
Presents a picture of what Aims to improve future perfor-
has happened in the past. mance.
Assigns a grade-A, B, C, D-or Gives information about
a number-1, 2, 3, 4, 5-to the impact of a person's
past performance. Often behavior to help him/her to be
associated with compensation. more successful in the future.
Is usually given quarterly or Is given 365 days a year.
Is more often formalized Is not usually formalized or
and paperwork-d riven. paperwork-driven.
Is more one-way. Is participative.
Focuses on the individual. Focuses on the collective
we"-"what we can do."