Coaching and mentoring can be effective approaches to developing employees. Both have grown in popularity, with many employers using them to enhance the skills, knowledge and performance of their people around specific skills and goals.
This factsheet offers a definition of coaching and mentoring, distinguishing between the two and emphasising the need to link with overall learning and development strategy. It looks at those typically responsible for coaching, both internal and external to the organisation, and how to develop a coaching culture. Deciding when coaching is the best development intervention is key to harnessing its potential. Lastly, the factsheet considers the central role of line managers and people professionals in managing coaching and mentoring activities.
This factsheet was last updated by David Hayden: Digital Learning Portfolio Manager, L&D and OD&D, CIPD
David is responsible for CIPD’s digital learning portfolio. He leads the design and delivery of a number of L&D-focused products and keeps his practice up to date by facilitating online events.
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