Coaching is always personal and one to one. However coaching driven within organisations should meet both individual and organisational goals. Would like to get views about how the coaching engagement is conducted and views on should organisation needs be included in such engagements.
From India, Pune
Dinesh Divekar
Business Mentor, Consultant And Trainer
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Ashutosh Thakre
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There are four things we certainly have to understand before taking a decision regarding providing Coaching to employees or not? From management point - There is a huge difference between counselling, coaching, managing & mentoring.

Before taking any decision related to employee skills and coaching one have to go through all these four aspects. Let's understand these four simple steps which helps you to enhance your business:

Managing: "Managing your employees means damaging your employees". Never try to manage your employees by telling him his/ her mistakes. Else, When you tell your employee his/her mistake/ problem you are reducing his/ her inspiration. It is killing his power of taking ownership, initiative, & responsibility. It will never going to solve his problem else it will increase his problem.So, never talk about his problem. Managing is only required in discipline issues. Never try to manage your employees skills and habits. Try to use his skills and habits in a positive way.

Mentoring: This works only in skill deficit issue. If you have the employee who knows what to do? Where to do? Why, when and how to do? But he is not willing to do and you start providing him skill training is also damaging his performance, as he lack his internal will power to do that work. Don’t tell a solution to your employees if he already knows the solution, it will damage your relationship. Mentoring is all about functional training.

Counseling: It is the best way to interact with your employees and know his/ her concern about a particular problem. If your employee have some problem then just ask him about the problem don't tell him the problem. Telling problem is outside-in and asking problem is inside-out. "Asking" always solve problems while "Telling" creates problem. Ask your employee questions like- Why do you think this defect is coming? where do you think is the real problem? And he will give you answers to all your questions.

Coaching: Counselling gives you the real problem of your employee and by coaching you can solve that problem in future tense. Coach your employees by increasing his willingness. Ask him the solution. What do you think can we do to remove the defect? What are your top three ideas to remove the defect? What changes would you like to bring in your life? Ask about his experiences, knowledge, and information? When he starts speaking it will increases responsibility, ownership, and initiative. Involvement is directly proportional to commitment when he will tell the solution he is more committed because this is not your solution it is his solution. Now for you to increase his willingness is will be very easy. And when your employees are willing to help you, to solve problems you don't have to focus on the solution.

Coaching is the process of asking questions which are solution oriented.

find more details on:


From India, Gurgaon
Dinesh Divekar

Dear Amitraj,

I do not know what to write about the definitions that you have invented. What is the source of your information? If you had provided, it would helped us to understand how come these wrong notions have crept in your mind.

Managing: - Your opening statement is quite sweeping one. You say that "Managing your employees means damaging your employees". Managing need not be just “telling.” Managing is also giving right job to the right person. It also involves the management of the resources. The very first lesson of management teaches us that the five basic functions of management are planning, organising, staffing, directing and controlling. Do you have evidence to prove that these basic functions "damage one's employees".

Mentoring: - It appears that you do not have iota of mentoring. Mentoring is not providing the solution to the problems at workplace. Mentor need not be solution provider. Mentoring is not for building skills amongst the subordinates. You say that when a junior employee knows how to do and if you tell him/her what to do then it is Mentoring. This is against very concept of mentoring as told in Wikipedia.

I have conducted training on how to establish mentoring programme in the company couple of times. To refer my past replies on this subject, you may refer the following links:


a) Assessment of the ppt on mentoring: -


b) How to establish mentoring programme in the company: -


c) Observation on the Mentoring programme: -


Coaching: - You have defined it is a process of asking questions which are solution oriented. However, it is against definition of coaching given in Wikipedia.

Counselling: No comments as I have not read sufficient books on the subject.

Additional comments: - The following link gives exhaustive information on Coaching and Mentoring:

Everything you ever wanted to know about coaching and mentoring | The Coaching and Mentoring Network

As stated earlier, I have helped my clients in establishing the mentoring programme. To handle the assignments, I have read so many books on mentoring. However, I wish to quote two books. Your views totally contrary to what is being said in the above website as the following books:

The Mentoring Manager by Mr Gareth Lewis, Pitman Publishing

Coaching, Mentoring and Managing, A Career Guidebook by Micki Holiday, Published by Career Press, Inc

Gentleman, I was appalled at averment with which you have stated your views. For your convenience, I have attached one handbook on Mentoring. Go through it. Sooner you remove your misconceptions, the better!


Dinesh Divekar

From India, Bangalore

Attached Files (Download Requires Membership)
File Type: pdf Complete Guidelines for Mentoring.pdf (119.3 KB, 220 views)


Dear Amitraj,
The Youtube presentation at the link you have provided is by Vivek Bindra. Did you attend his lecture? Did you do any independent research whether what Vivek has professed is correct? In these days, when Google Search gives us information, we need to check whether what someone says is correct.
For example, I checked to see what is the difference between Coaching and Mentoring. Please take a look at http://www.cimaglobal.com/Documents/...chrpt_0102.pdf Kindly also look at <link outdated-removed> to understand the ASK and Tell quadrant.

From United Kingdom

This is a most entertaining thread.
I have never seen such outrageous ideas pretending to be wisdom.
I would suggest to all the readers of this thread to discard the ideas put forward by Amritraj. They will end up doing enormous damage to the company and the business.
I am happy Dinesh has already given a detailed explanation on the matter.

From India, Mumbai

Those who post replies need to be careful-wrong replies can cause more damage to some one who accepts the content since it in a professional forum like Citehr.
Many people with superficial knowledge take coaching and mentoring as one and the same.One fundamental difference which is vital is that coaching is target oriented while I would say mentoring is relationship oriented.
Other significant differences are that coaching is performance oriented while mentoring is development oriented.
It is better not to comment if one is not sure about the topic in question.

From India, Pune
Dinesh Divekar

Dear Mr Simhan,
Thanks for clarifying further and sharing two important links. Important one is "Mentoring and Coaching – An Overview". It is of immence use to me for my training purposes. Hope Amitraj goes through these two links.
Dinesh Divekar

From India, Bangalore

Here is one more useful link on Coaching Engagement, which is the query that has not been answered yet. http://insights.ccl.org/wp-content/u...CoachsView.pdf found at https://www.google.co.uk/webhp?sourc...%20engagements
From United Kingdom

Now I get how or why Shakespeare mentioned 'Ignorance is bliss'.....since half-knowledge is far more dangerous than the lack-of-knowledge itself. Rgds, TS
From India, Hyderabad

If one is not sure about the topic, its meaning, its impact on the reader (especially an young, ignorant reader who is yet to understand the realities of life) postings from persons like Amitraj will cause more damage. It is high time a senior moderator goes through the postings and filter them before it goes online. That will be my humble request to CiteHR Management Let this not become another Linkedin, where people drop their poops and go away merrily !
From India
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