SMP 2:

SERVICE
CULTURE
(MWF 6:30-7:30PM)

SUBMITTED BY: RAMIREZ, MA. CLAIRE Q.

SUBMITTED TO: DR. ANN CONCORDIA F. MIER
1. Give the definitions of Coaching and Mentoring.

- Mentoring: A mentor is someone who shares their knowledge, skills and/or experience, to help
another to develop and grow. As mentioned, mentoring is a lot more directive. It is about the
mentor sharing their knowledge, experience and skills, telling the mentee and guiding them
through direction. Typically, mentoring is less structured than coaching and whilst having a
mentoring meeting agenda and goals is recommended, it will be up to the mentee to put this
together, compared with coaching which typically follows a more rigorous structure. Finally,
mentoring is mainly development driven and looks to the mentee to decide what they wish to
achieve and which goals they have for their mentoring relationships.

- Coaching: A coach is someone who provides guidance to a client on their goals and helps them
reach their full potential. There is training in coaching skills and a lot of coaching qualifications
are available, and almost always necessary and certainly recommended, to be a truly effective
coach. Unlike mentoring, coaching is non-directive which means that it is about posing the right
questions, providing the space, trust and confidence for the individual being coached to consider
how they can achieve more, reach their objectives and find capabilities within themselves.
Typically, coaching is structured by line-managers or sponsors, so organizations will often
sponsor an individual to be coached or a line-manager will send an employee to be coached for
certain skills. Coaching is performance driven and encourages the individual or individuals being
coached to perform in their day-to-day roles. So, as you can see, there are lots of key differences.
There are lots of skills required and recommended for both coaching and mentoring, which we
will explore now too.

2. Mentoring and Coaching: The Key Differences and Benefits.

- Coaching and mentoring are two popular approaches that aim to help individuals to grow,
develop, and achieve their full potential, usually in a work environment. Some people conflate
the two approaches and use the terms interchangeably – however, there are important differences
which need to be understood before you decide whether one or both methods would be useful in
a particular context.

Key Differences:

• Nature of Relationship: Mentoring: Mentoring involves a long-term, nurturing relationship

between a more experienced individual (mentor) and a less experienced individual (mentee). It
focuses on holistic development, career guidance, and personal growth.

• Expertise and Advice: Mentoring: Mentors provide guidance based on their own experiences
and expertise. They offer advice, share stories, and serve as role models to help mentees navigate
their careers and personal lives. Coaching: Coaches do not necessarily need expertise in the
client's field. They use specialized coaching techniques, active listening, and powerful
questioning to help clients explore challenges and find their own solutions.

• Focus and Scope: Mentoring: Mentoring relationships cover a broad range of topics, including
career development, leadership skills, work-life balance, and personal growth. Mentoring is more
holistic and can extend beyond professional life.

Benefits of Mentoring:

• Knowledge Transfer: Mentors share their knowledge and experiences, passing on valuable
insights and lessons learned to mentees.

• Career Guidance: Mentors provide career advice, helping mentees make informed decisions
and navigate their career paths effectively.
• Personal Development: Mentoring fosters personal growth, enhancing mentees' confidence,
emotional intelligence, and interpersonal skills.

Benefits of Coaching:

• Skill Enhancement: Coaches help clients develop specific skills, such as leadership,
communication, time management, and problem-solving.

• Goal Achievement: Coaching assists individuals in setting and achieving specific, measurable
goals, ensuring progress and success in their endeavors.

• Improved Performance: Coaching leads to enhanced performance, productivity, and efficiency

by addressing specific challenges and providing tailored solutions.

• Increased Self-Awareness: Coaches help clients gain self-awareness, understanding their

strengths, weaknesses, and areas for growth.

• Accountability: Coaches hold clients accountable for their actions, ensuring they stay
committed to their goals and take necessary steps to achieve them.

3. What is the importance of coaching and mentoring?

- Coaching and mentoring are increasingly used mainly for professional development, to indicate
a positive change in individuals and to encourage the transfer of knowledge from the coach /
mentor to the individual. Organizations and companies find coaching and mentoring highly
beneficial for the career growth of their employees so coaching and mentoring has been applied
by many entities in their organizational practices. At the workplace, coaching and mentoring is
used when the management finds that there are working individuals who need to enhance their
potentials to perform better in their jobs and to be more productive. There may be skills that need
to be strengthened, lapses in working behavior and issues with performance output corrected at
certain employees. Once this is assessed, these employees will be recommended for coaching.
The coaches are usually the supervisors and managers. The company may even have a delegated
coach for that particular department.

4. How Do coaching and Mentoring Contribute to leadership?

- Leadership mentoring and coaching can also have positive impacts on your organization's
performance, such as developing a culture of learning, growth, and feedback among its leaders,
fostering a pipeline of talent, succession, and diversity, improving productivity, innovation, and
quality, as well as enhancing reputation, loyalty, and retention with increased leader satisfaction.
A leader’s role is to give advice, guidance and direction to the people following him or her. A
great leader inspires others to be empowered, creative and enthusiastic. If you can influence
people to be their best, you’re already a leader, no matter what your job role or title. The best
leaders in business are always learning, adapting and developing. They are looking for new ways
to improve, which is where coaching and mentoring can help.

5. What are the three differences between mentoring and coaching?

- Coaching is more performance driven, designed to improve the professional’s on-the-job

performance. Mentoring is more development driven, looking not just at the professional’s
current job function but beyond, taking a more holistic approach to career development. As you
can see, being involved in a coaching or mentoring relationship can enhance your professional
and personal life in ways that you could not achieve on your own. Keep your mind open to the
possibilities. When you have been coached and mentored, then you can pay it forward by
coaching or mentoring others. Take what you have learned and pass it along to those who can
benefit from your knowledge and experience.

6. What is the difference between coaching training and mentoring.

- While training and mentoring are about transferring knowledge from teacher to student or
mentor to mentee, coaching is about enhancing, supporting and facilitating the individual to step
in and be actively engaged in their own growth and knowledge. The core of coaching is different
from both training and mentoring. There is no hierarchy in this informal, safe and confidential
space. The coachee has to want to do the work, step in, and challenge themselves, while the
coach partners with the coachee to deepen their self-awareness in areas of growth or strength,
working through “blind spots” along the way. The coach then helps the coachee design powerful,
intentional actions to move them towards their goals. Coaching training refers to formal
programs or courses designed to teach individuals the principles, techniques, and skills of
coaching. These training programs are structured and often lead to certifications. During
coaching training, participants learn various coaching models, active listening skills, questioning
techniques, goal setting, and how to facilitate effective coaching sessions. Coaching training
equips individuals with the knowledge and tools to become professional coaches or apply
coaching skills within their existing roles, such as managerial positions or human resources. On
the order hand, mentoring is a personal developmental relationship in which a more experienced
or knowledgeable person provides guidance, advice, and support to a less experienced or
knowledgeable person. Unlike coaching training, mentoring is not a formalized program with
specific curricula. Mentoring is a relationship are often informal and based on mutual trust and
respect. Mentors share their experiences, insights, and knowledge with mentees, helping them
navigate their career paths, make informed decisions, and develop both professionally and
personally. In summary, coaching training involves structured programs that teach coaching
techniques and skills, preparing individuals to become professional coaches or apply coaching
methods in various contexts. Mentoring, on the other hand, is a one-on-one developmental
relationship where a mentor imparts guidance and knowledge to a mentee, offering support and
advice based on their own experiences. Coaching training is a formal education process, while
mentoring is a personalized, informal relationship.

7. How to use Coaching and Mentoring to Upskill employees?

- Once you have matched mentors and mentees, it's important to develop a clear plan for how the
mentoring relationship will work. This plan should include goals and objectives for both the
mentor and the mentee, as well as a timeline for when certain skills or areas of improvement
should be achieved. You should also establish clear lines of communication between the mentor
and the mentee, so that they can stay on track and make adjustments as needed. You wants
mentoring relationships to grow organically and take on a life of their own. Too much Admin
Control can stifle the experience. But no control whatsoever doesn't achieve the company's goals.

Find a middle ground. Often distributing checklist to mentors of things you want covered
is enough to steer the ship in the right direction. By developing a strong mentoring program, you
can help employees expand their skill sets, improve their performance, and build stronger
relationships with their colleagues. First, identify skills gaps that assess the skills gaps within
your workforce to determine which areas need improvement. This could be technical skills, soft
skills, leadership abilities, or any other specific competencies. Second, encourage peer-to-peer
learning to promote a culture of peer learning where employees share their expertise and skills
with colleagues. This can be done through informal mentoring relationships or structured peer
coaching sessions. Third, set clear objectives to establish clear goals and objectives for the
coaching and mentoring programs. Define what skills need to be developed, how progress will
be measured, and the expected outcomes for both the employees and the organization. Lastly,
create a supportive environment to foster a supportive environment where employees feel
comfortable seeking help and feedback. Encourage open communication and ensure that
employees know they can approach their mentors or coaches with questions and concerns. By
implementing these strategies, coaching and mentoring can be powerful tools to upskill
employees, enhance their capabilities, and contribute to the overall success of the organization.

8. What are the benefits of Coaching and Mentoring

- Mentorship and coaching are two robust tools that can play a pivotal role in helping businesses
achieve this objective. Both approaches provide opportunities for individuals to learn from
experienced professionals, develop critical leadership skills and gain valuable feedback and
constant support. It is by nurturing emerging talent that companies can ensure that they have a
steady stream of capable leaders to steer them into the future. Mentoring and coaching are often
used interchangeably, but they are different. While both are valuable in their own right, they
serve different purposes. And while there is some overlap between the two, they have different
focuses and styles. Mentoring typically involves a more experienced person (mentor) sharing
their knowledge, skills and experience with a less experienced person (mentee), often in the same
field or industry. Mentors provide guidance, support and advice to their mentees, often drawing
on their own experiences and sharing stories of how they overcame challenges in their own
careers. Mentoring relationships tend to be longer-term and more personal than coaching
relationships.

9. What is coaching and mentoring in the workplace?

- 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 emphasizing the need to link with
overall learning and development strategy. It looks at those typically responsible for coaching,
both internal and external to the organization, and how to develop a coaching culture.

10. What is the principle of coaching and mentoring?

- Coaching and mentoring are powerful developmental approaches that empower individuals to
achieve their personal and professional goals. Rooted in a foundation of trust, communication,
and growth, these practices are guided by a set of core principles that form the bedrock of their
effectiveness. From establishing a strong rapport to fostering accountability, the principles of
coaching and mentoring play a pivotal role in shaping the success of these transformative
processes. Coaching and mentoring are distinct yet interconnected practices aimed at guiding
individuals to reach their potential. Coaching involves a structured and goal-oriented process
where a coach provides guidance, feedback, and support to facilitate personal and professional
growth. Mentoring, on the other hand, is a relationship where a mentor, often with more
experience, imparts wisdom, knowledge, and advice to help a mentee develop skills and achieve
specific goals.

The principles of Coaching and Mentoring:

• Make sure that during the process there is mutual respect, trust, confidentiality, and sensitivity.
• Let the person take the lead in the relationship, helping them set objectives and overcome
obstacles while accepting accountability for their own introspection and growth. Finally, if you
are the mentor or coach, never hesitate to ask for help or counsel when you need it.

11. Why is coaching and Mentoring important?

- Coaching and mentoring are important for several reasons. It can help employees develop their
careers, improve their overall productivity and leadership skills, and increase their engagement.
Coaching can be used as a tool to help employees find their next step in the business world.
Especially the employees who feel supported at work tend not only to feel less burnt out but also
have higher productivity levels than those who don't get enough support from management or
colleagues alike. This means that coaching programs could help boost both morale and
performance levels across all departments.

12. What are the benefits of coaching and mentoring in the workplace?

- The phrases coaching and mentoring may appear interchangeable. This is because coaches and
mentors aim to help people achieve their goals by leveraging their expertise. Learning the key
differences between mentoring and coaching can help you determine which method employees
or clients may benefit from most. In this article, we discuss what coaching and mentoring are,
explain the differences between mentoring vs. coaching and outline the benefits of each. Both
mentoring and coaching involve assisting individuals to achieve success and overcome work
challenges. These processes are important in the workplace as they provide emotional and
professional support to employees and impact the organization's overall success levels
 SMP 2:
SERVICE
CULTURE
(MWF 6:30-7:30PM)

SUBMITTED BY: CADANO, JELLEAN MAE L.

SUBMITTED TO: DR. ANN CONCORDIA F. MIER
1.Give the definitions of Coaching and Mentoring.

Coaching is a collaborative and structured process where a trained professional, known as

a coach, works with individuals, teams, or organizations to unlock their potential, enhance their
skills, and achieve specific goals. Through active listening, powerful questioning, and feedback,
coaches assist clients in gaining clarity, setting meaningful objectives, and developing action
plans to reach their desired outcomes. In a secure and encouraging setting, coaching sessions
give clients the chance to examine their obstacles, assets, and areas for development. Coaches
provide their clients the tools they need to solve problems on their own, develop self-awareness,
and gain confidence so they may successfully handle obstacles in their personal, professional, or
organizational lives. The method of coaching places a strong emphasis on accountability,
ongoing learning, and self-discovery, which promotes both professional and personal growth.
While, mentoring is a dynamic and reciprocal relationship where a more experienced or
knowledgeable individual, known as a mentor, provides guidance, advice, and support to a less
experienced or knowledgeable person, known as a mentee. Mentoring relationships are
characterized by mutual respect, trust, and a willingness to share knowledge and experiences.
Using their knowledge and experience, mentors provide mentees with insightful advice,
supportive comments, and constructive criticism to help them grow professionally and reach
their objectives. Professional development, leadership abilities, work-life balance, and personal
development are just a few of the many subjects covered by mentoring. In contrast to coaching,
which frequently concentrates on certain objectives and assignments, mentoring relationships are
typically long-term and comprehensive, offering mentees thorough direction and fostering their
overall growth. Mentoring helps mentees succeed both personally and professionally by fostering
a good learning culture, transferring institutional knowledge, and creating a supportive
environment.

2.Mentoring and coaching: The key difference and benefits.

Key Differences:

• Nature of Relationship: Mentoring: Mentoring involves a long-term, nurturing relationship

between a more experienced individual (mentor) and a less experienced individual (mentee). It
focuses on holistic development, career guidance, and personal growth.

• Expertise and Advice: Mentoring: Mentors provide guidance based on their own experiences
and expertise. They offer advice, share stories, and serve as role models to help mentees navigate
their careers and personal lives. Coaching: Coaches do not necessarily need expertise in the
client's field. They use specialized coaching techniques, active listening, and powerful
questioning to help clients explore challenges and find their own solutions.

• Focus and Scope: Mentoring: Mentoring relationships cover a broad range of topics, including
career development, leadership skills, work-life balance, and personal growth. Mentoring is more
holistic and can extend beyond professional life.

Benefits of Mentoring:

• Knowledge Transfer: Mentors share their knowledge and experiences, passing on valuable
insights and lessons learned to mentees.

• Career Guidance: Mentors provide career advice, helping mentees make informed decisions
and navigate their career paths effectively.

• Personal Development: Mentoring fosters personal growth, enhancing mentees' confidence,

emotional intelligence, and interpersonal skills.

Benefits of Coaching:

• Skill Enhancement: Coaches help clients develop specific skills, such as leadership,
communication, time management, and problem-solving.
• Goal Achievement: Coaching assists individuals in setting and achieving specific, measurable
goals, ensuring progress and success in their endeavors.

• Improved Performance: Coaching leads to enhanced performance, productivity, and efficiency

by addressing specific challenges and providing tailored solutions.

• Increased Self-Awareness: Coaches help clients gain self-awareness, understanding their

strengths, weaknesses, and areas for growth.

• Accountability: Coaches hold clients accountable for their actions, ensuring they stay
committed to their goals and take necessary steps to achieve them.

3.What is the importance of coaching and mentoring?

Good coaching and mentoring programs enable staff members to grow in self-awareness,
problem-solving skills, and role confidence. Think about a sports team for a minute. The head
coach takes time to connect with the team members. He gives them drills and training
opportunities to sharpen their skills. If they fail, the coach doesn’t immediately get angry or fire
them. Instead, he helps them recognize their mistakes and overcome them. The coach’s job is to
ensure the team members have the right tools, resources, and skills to reach their goals—and the
same is true of business coaches.

Think about a sports team Coaching and mentoring play significant roles in personal and
professional development, offering several important benefits:

• Skill Development: Coaching and mentoring help individuals acquire new skills and
knowledge. Coaches and mentors provide targeted guidance and feedback to enhance specific
abilities, enabling personal and professional growth.

• Networking Opportunities: Mentoring relationships often provide access to valuable networks

and connections. Mentors can introduce mentees to influential people in their field, expanding
their professional network and opening doors to new opportunities.

• Career Advancement: Both coaching and mentoring can contribute to career advancement.
Coaches help individuals set and achieve career-related goals, while mentors provide guidance
on career paths, skills development, and strategies for success within a specific industry or
organization.

• Emotional Support: Coaches and mentors often provide emotional support, serving as a
sounding board for ideas and concerns. Having someone to talk to, who understands their
challenges, can help individuals cope with stress and navigate difficult situations.

• Leadership Development: Mentoring relationships are especially crucial for leadership

development. Mentors can help aspiring leaders hone their leadership skills, providing guidance
on decision-making, conflict resolution, and effective communication.

In summary, coaching and mentoring are essential for personal and professional growth,
offering support, guidance, and opportunities for individuals to reach their full potential.

4.How Do coaching and Mentoring Contribute to leadership?

Leadership development is the process of developing the skills needed to perform as an

effective leader in an organization. Leadership development can also differentiate your
organization from competitors, increase profits, leverage your business strategy, and help you
adapt to major changes. However, the terms “coaching” and “mentorship” are often used
interchangeably even though they are two different approaches. Without understanding the
difference—and more importantly, which is better suited to your goals—you could end up
investing a lot of time and resources in a leadership development strategy that delivers poor
results. Coaching and mentoring contribute through Skill Enhancement: Both coaching and
mentoring focus on developing essential leadership skills such as communication, decision-
making, problem-solving, and emotional intelligence. Through tailored guidance and feedback,
leaders can enhance these skills, making them more effective in their roles.

First, self-awareness, in which mentorship and coaching help leaders become more
cognizant of their own principles, leadership style, strengths, and shortcomings. Effective
leadership requires self-reflection because it enables leaders to capitalize on their advantages and
address opportunities for development. Second, strategic thinking is an area where mentors and
coaches may support leaders in honing their strategic thinking abilities. By offering perspectives,
posing stimulating queries, and confronting presumptions, they assist leaders in thinking
critically and making future plans—two crucial components of good leadership.Third,
accountability, leaders are held responsible by coaches for their objectives and deeds. Because of
this responsibility, leaders are guaranteed to maintain their attention on their own growth and
continuously strive to improve as leaders. Additionally, through frequent check-ins and feedback
sessions, mentors offer accountability. Lastly, Continuous Learning the mentoring and coaching
place a strong emphasis on ongoing education. By being up to date on the newest trends, best
practices, and leadership theories, leaders can adapt and flourish in ever-changing contexts with
the help of their coaches and mentors.

In summary, these contributions are instrumental in shaping effective and influential.

5.What are the three differences between mentoring and coaching?

The three differences between mentoring and coaching, First, relationship dynamics
where mentoring is a long-term relationship where a more experienced individual provides
guidance, advice, and support to a less experienced person. The relationship is often based on
mutual trust, respect, and shared experiences. While, coaching relationships are often more
specific and goal-oriented. Coaches work with clients to set clear, measurable goals and create
action plans to achieve those goals. Coaching sessions are structured around these objectives,
ensuring progress towards the desired outcomes. Second, Expertise and Advice Mentors often
share their knowledge, experiences, and advice with mentees. They provide insights based on
their own career or life experiences, guiding mentees in their personal and professional
development. While, Coaches do not necessarily need to have expertise in the client's field.
Instead, they use specialized coaching techniques to facilitate the client's self-discovery,
problem-solving, and skill development. Coaches ask powerful questions to help clients find
their own solutions rather than providing direct advice. Lastly, Goal Focus, Mentoring
relationships can be broader in scope and cover various aspects of the mentee's life, including
personal and professional development. Mentors offer holistic guidance, addressing both short-
term and long-term goals. While, Coaching relationships are often more specific and goal-
oriented. Coaches work with clients to set clear, measurable goals and create action plans to
achieve those goals. Coaching sessions are structured around these objectives, ensuring progress
towards the desired outcomes. While both mentoring and coaching involve supportive
relationships aimed at personal and professional development, the differences lie in the nature of
the relationship, the source of expertise and advice, and the focus on goals.

6. What is the difference between coaching training and mentoring?

Coaching training refers to formal programs or courses designed to teach individuals the
principles, techniques, and skills of coaching. These training programs are structured and often
lead to certifications. During coaching training, participants learn various coaching models,
active listening skills, questioning techniques, goal setting, and how to facilitate effective
coaching sessions. Coaching training equips individuals with the knowledge and tools to become
professional coaches or apply coaching skills within their existing roles, such as managerial
positions or human resources. On the order hand, mentoring is a personal developmental
relationship in which a more experienced or knowledgeable person provides guidance, advice,
and support to a less experienced or knowledgeable person. Unlike coaching training, mentoring
is not a formalized program with specific curricula. Mentoring is a relationship are often
informal and based on mutual trust and respect. Mentors share their experiences, insights, and
knowledge with mentees, helping them navigate their career paths, make informed decisions, and
develop both professionally and personally. In summary, coaching training involves structured
programs that teach coaching techniques and skills, preparing individuals to become professional
coaches or apply coaching methods in various contexts. Mentoring, on the other hand, is a one-
on-one developmental relationship where a mentor imparts guidance and knowledge to a mentee,
offering support and advice based on their own experiences. Coaching training is a formal
education process, while mentoring is a personalized, informal relationship.

7.How to use Coaching and Mentoring to Upskill employees?

As a manager, one of the most important tasks you have is to ensure that your employees
are always growing and improving their skills. A mentoring program can be a powerful tool in
this regard, as it provides employees with opportunities to learn from experienced and
knowledgeable professionals within your organization. By developing a strong mentoring
program, you can help employees expand their skill sets, improve their performance, and build
stronger relationships with their colleagues. First, identify skills gaps that assess the skills gaps
within your workforce to determine which areas need improvement. This could be technical
skills, soft skills, leadership abilities, or any other specific competencies. Second, encourage
peer-to-peer learning to promote a culture of peer learning where employees share their expertise
and skills with colleagues. This can be done through informal mentoring relationships or
structured peer coaching sessions. Third, set clear objectives to establish clear goals and
objectives for the coaching and mentoring programs. Define what skills need to be developed,
how progress will be measured, and the expected outcomes for both the employees and the
organization. Lastly, create a supportive environment to foster a supportive environment where
employees feel comfortable seeking help and feedback. Encourage open communication and
ensure that employees know they can approach their mentors or coaches with questions and
concerns. By implementing these strategies, coaching and mentoring can be powerful tools to
upskill employees, enhance their capabilities, and contribute to the overall success of the
organization.

8.What are the benefits of Coaching and Mentoring?

The benefits of Coaching and Mentoring that help as to improved Employee

Performance because it enhanced skills and confidence lead to improved overall performance,
benefiting the organization's bottom line. In addition, enhanced self-awareness through coaching,
individuals gain insights into their behavior, beliefs, and values, fostering self-awareness and
personal growth. Also, increased confidence that coaches provide positive reinforcement and
encouragement, boosting individuals' confidence to take on challenges and achieve their goals.
Effective Decision-Making: Coaching encourages critical thinking, enabling individuals to make
well-informed decisions and solve problems effectively. Better Communication: Coaches work
on improving communication skills, leading to more effective interactions with colleagues,
clients, and stakeholders. Additionally, work-life balance that coaches help individuals balance
their professional and personal lives, reducing stress and enhancing overall well-being. Overall,
coaching and mentoring play vital roles in individual growth, organizational development, and
creating a positive workplace environment.

9. What is coaching and mentoring in the workplace?

In the workplace, coaching and mentoring are structured processes aimed at supporting
employees' personal and professional development. Coaching in the Workplace involves a
trained professional coach is working with employees to improve specific skills, achieve goals,
and enhance overall performance. Coaches use various techniques, active listening, and
questioning to help employees explore challenges, find solutions, and develop action plans.
Workplace coaching focuses on short-term goals, skill development, and performance
improvement, often related to specific tasks or projects. While, mentoring in the Workplace is a
relationship where a more experienced employee mentor to guides, advises, and supports a less
experienced colleague in their professional growth. Mentoring relationships are typically long-
term and encompass a broader range of topics, including career development, leadership skills,
and organizational knowledge. Mentors share their experiences, provide feedback, and help
mentees navigate their career paths within the organization.

In summary, coaching in the workplace involves professional coaches helping employees

achieve specific goals and improve performance, while mentoring in the workplace involves
experienced employees providing guidance and support to less experienced colleagues,
contributing to their overall career and personal development. Both coaching and mentoring are
essential tools for fostering a positive work environment and nurturing talent within
organizations.

10. What is the principle of coaching and mentoring?

The principles of Coaching and Mentoring:

• Make sure that during the process there is mutual respect, trust, confidentiality, and sensitivity.

• Establish limits and guidelines, including how frequently you will meet, how long the
relationship will endure, who will play what roles in the process, your chosen channels for
communication and feedback, and the intended result. A coaching or mentoring contract may
contain this information.

• Let the person take the lead in the relationship, helping them set objectives and overcome
obstacles while accepting accountability for their own introspection and growth. Finally, if you
are the mentor or coach, never hesitate to ask for help or counsel when you need it.

Coaching and mentoring sessions offer a chance for both you and the person you are working
with to learn and develop; the process is not just one-sided. Increasing your coaching and
mentoring abilities can benefit your profession and aid in your personal development. In
conclusion, connections based on mutual respect, trust, and a dedication to the personal
development of the person receiving coaching or mentoring are the foundation of both types of
interactions.

11. Why is coaching and mentoring important?

In the modern era, coaching and mentoring are becoming more and more important. It is
applied to both professional and personal growth. Coaching and mentoring support the
development of good, noticeable changes in people and increase the information transfer from
the coach or mentor to the individual. When management observes that certain employees need
to increase their productivity in order to perform better in and through their occupations, they
will provide mentoring or coaching. Workers that require skill enhancement, have lapses in their
work behavior, or have performance issues are trained under the guidance of a coach or mentor.
It is advised to pursue coaching or mentoring after evaluating the weaknesses and deficiencies of
a workplace. In conclusion, coaching and mentoring are critical because they help people grow
as individuals, improve performance, transmit information, build leadership abilities, cultivate a
happy work environment, retain talent, and encourage creativity and adaptation within
businesses. These advantages support an individual's and an organization's overall sustainability
as well as success.
12. What are the benefits of coaching and mentoring in the workplace?

Here are the benefits of coaching and mentoring in the workplace:

• Improved Performance: Through coaching, staff members can grow their knowledge and
expertise, which improves their performance in their existing positions.

• Effective Communication: Employees that receive coaching have better interactions with
stakeholders, clients, and coworkers as a result of their improved communication abilities.

• Better Work-Life Balance: By helping staff members manage their priorities and
responsibilities, coaches help them achieve a better work-life balance.

• Career Guidance: Mentoring helps mentees make educated decisions and manage their career
pathways by offering insightful career guidance.

• Improved Competence: Higher employee motivation, self-assurance, and skill levels translate
into better organizational performance as a whole.

• Leadership Reservoir: To ensure continuity in leadership roles within the business, coaching
and mentoring both contribute to the establishment of a robust leadership pipeline.
 SMP 2:
SERVICE
CULTURE
(MWF 6:30-7:30PM)

SUBMITTED BY: SALDONIDO, JAYSILE A.

SUBMITTED TO: DR. ANN CONCORDIA F. MIER
Question 1. Give the definitions of Coaching and Mentoring

Answer:

Certainly! Here are the definitions of coaching and mentoring:

**Coaching**:

Coaching is a one-on-one or group-based process in which a coach, typically with expertise in a

specific area, helps individuals or teams achieve specific goals, improve their skills, and reach
their full potential. It involves a structured and often short-term relationship focused on skill
development, performance improvement, and personal growth.

**Mentoring**:

Mentoring is a longer-term, nurturing relationship where a more experienced individual, known

as a mentor, provides guidance, support, and advice to a less experienced person, known as a
mentee. The mentor shares their knowledge, wisdom, and experience to help the mentee develop
professionally, build their confidence, and make informed career decisions. It often encompasses
broader personal and career development.

Both coaching and mentoring are valuable tools for personal and professional growth, but they
differ in terms of their structure, duration, and the nature of the relationship between the
individuals involved.

Question 2. Mentoring and Coaching: The Key Differences and Benefits.

**Key Differences:**

1 Nature of Relationship

Mentoring

Mentoring involves a nurturing, long-term relationship where a more experienced mentor

provides guidance and support to a less experienced mentee.

2. Coaching

Coaching involves a structured, often short-term relationship in which a coach helps individuals
or teams achieve specific goals, improve skills, and reach their potential.

3. Duration

Mentoring:

Mentoring relationships tend to be long-term, spanning months or even years.

Coaching:
Coaching relationships are typically shorter in duration, often focused on specific goals or
objectives and can last weeks to a few months.

4. Expertise

Mentoring:

Mentors are typically more experienced and knowledgeable in a particular field, providing
wisdom and advice based on their own career and life experiences.

Coaching: Coaches are often experts in coaching techniques and methodologies, focusing on
improving performance, skills, and goal achievement.

4. Goal Orientation

Mentoring:

Mentoring is often more holistic, encompassing both personal and professional development,
and may not always have specific, measurable goals.

Coaching: Coaching is goal-oriented, with a focus on achieving specific, measurable

objectives, such as improving a skill or reaching a particular outcome.

**Benefits:**

**Mentoring Benefits**:

- Long-term relationship fosters personal and professional growth.

- Transfer of wisdom and knowledge from experienced mentors to mentees.

- Building confidence and self-esteem.

- Career guidance and development.

- Networking opportunities and access to mentor's professional network.

**Coaching Benefits**:

- Goal achievement and performance improvement.

- Skill development and enhancement.

- Time-efficient, with a clear focus on specific objectives.

- Accountability and motivation for action.

- Enhanced problem-solving and decision-making skills.

Both mentoring and coaching offer valuable benefits, and the choice between them depends on
the individual's or organization's specific needs and objectives. Mentoring is more about
guidance and development over time, while coaching is about achieving specific, short-term
goals.

Question 3. What is the importance of coaching and mentoring?

The importance of coaching and mentoring can't be overstated, as they play significant roles in
personal, professional, and organizational development. Here are some key reasons why
coaching and mentoring are important:

**Coaching:**

1. **Skill Development**: Coaching helps individuals improve specific skills, whether they are
technical, leadership, or interpersonal. This leads to increased competence and effectiveness.

2. **Goal Achievement**: Coaches work with individuals or teams to set and achieve clear,
measurable goals, enhancing motivation and performance.

3. **Personal Growth**: Coaching supports personal growth and self-awareness, leading to

increased self-confidence and a better understanding of one's strengths and weaknesses.

4. **Problem Solving**: Coaches can help individuals identify and address challenges,
providing guidance and strategies for overcoming obstacles.

5. **Accountability**: Coaches hold individuals accountable for their actions and progress,
helping them stay on track and meet their objectives.

**Mentoring:**

1. **Knowledge Transfer**: Mentors pass on their knowledge, experience, and wisdom to less-
experienced individuals, accelerating their learning and development.

2. **Career Guidance**: Mentoring offers career guidance, helping mentees make informed
decisions about their professional paths.

3. **Network Building**: Mentors often provide access to valuable professional networks,

opening doors to new opportunities and connections.
4. **Emotional Support**: Mentors provide emotional support, guidance, and a safe space for
mentees to discuss challenges and concerns.

5. **Succession Planning**: In organizations, mentoring can be crucial for succession planning

and leadership development, ensuring a pipeline of capable leaders.

Both coaching and mentoring contribute to personal growth, skill development, and enhanced
performance. They provide guidance and support that can lead to more fulfilled, competent
individuals and, in the case of organizations, more capable and motivated employees.

Question 4. How Do coaching and Mentoring Contribute to leadership?

Coaching and mentoring play significant roles in the development of leadership skills and
capabilities. Here's how they contribute to leadership development:

**Coaching for Leadership:**

1. **Skill Development**: Leadership coaching focuses on enhancing specific leadership skills,

such as communication, decision-making, conflict resolution, and emotional intelligence.

2. **Self-awareness**: Coaches help leaders become more self-aware, enabling them to

understand their strengths and weaknesses, which is vital for effective leadership.

3. **Goal Setting**: Leadership coaching assists leaders in setting clear, actionable goals that
are aligned with their vision and the organization's objectives.

4. **Accountability**: Coaches hold leaders accountable for their actions and decisions,
ensuring they follow through on their commitments and continuously improve their leadership
performance.

5. **Problem Solving**: Coaches help leaders navigate challenges and develop effective
problem-solving and decision-making skills.

**Mentoring for Leadership:**

1. **Mentorship Experience**: Experienced mentors provide insights and guidance based on

their own leadership experiences, helping mentees learn from real-world situations.
2. **Role Modeling**: Mentors serve as role models, demonstrating effective leadership
behaviors, ethics, and values that mentees can emulate.

3. **Career Advancement**: Mentoring can open doors to career opportunities and advancement
by providing exposure to higher levels of leadership and decision-making.

4. **Networking**: Mentors often introduce mentees to valuable professional networks and

contacts, which can be instrumental in leadership roles.

5. **Emotional Support**: Mentors offer emotional support and a safe space for leaders to
discuss challenges, concerns, and uncertainties, which is essential for leadership well-being.

By receiving coaching and mentoring, emerging and current leaders can develop the skills,
knowledge, and confidence required to excel in leadership positions. These development
approaches provide personalized guidance and support that can accelerate leadership growth and
success.

Question 5. What are the three diffences between mentoring and coaching?

Certainly, here are three key differences between mentoring and coaching:

1. **Nature of Relationship**:

- **Mentoring**: Mentoring involves a nurturing, long-term relationship where a more

experienced mentor provides guidance and support to a less experienced mentee. It often extends
beyond the professional realm to include personal development.

- **Coaching**: Coaching involves a structured, often short-term relationship in which a

coach helps individuals or teams achieve specific goals, improve skills, and reach their potential.
It is primarily focused on performance improvement and skill development.

2. **Duration**:

- **Mentoring**: Mentoring relationships tend to be long-term and can last months or even
years, fostering a deeper and enduring connection.

- **Coaching**: Coaching relationships are typically shorter in duration, often concentrated on

specific objectives and may last weeks to a few months, providing a more immediate and
focused approach.

3. **Expertise**:

- **Mentoring**: Mentors are typically more experienced and knowledgeable in a specific

field or area, sharing their wisdom and advice based on their own career and life experiences.
 - **Coaching**: Coaches are often experts in coaching techniques and methodologies,
concentrating on improving performance, skills, and goal achievement rather than offering
subject matter expertise.

These differences highlight the varying purposes, structures, and objectives of mentoring and
coaching, making them suitable for distinct situations and needs.

Question 6. What is the difference between coaching training and mentoring

Coaching training, mentoring, and coaching are related but distinct concepts. Here's how they
differ:

1. **Coaching Training**:

- **Definition**: Coaching training refers to programs or courses that teach individuals how to
become effective coaches. These programs provide the knowledge and skills needed to guide,
support, and empower others in achieving their goals.

- **Purpose**: Coaching training is designed to prepare individuals to work as professional

coaches. It focuses on teaching coaching techniques, communication skills, and the ethical
principles of coaching.

- **Outcome**: The outcome of coaching training is to equip individuals with the skills and
knowledge to coach others successfully.

2. **Mentoring**:

- **Definition**: Mentoring is a relationship where a more experienced individual, known as a

mentor, provides guidance, support, and advice to a less experienced person, known as a mentee.
Mentoring is often more informal and can encompass a wide range of personal and professional
development areas.

- **Purpose**: Mentoring aims to help the mentee grow, develop, and make informed career
and life decisions. It's typically a longer-term relationship focused on nurturing the mentee's
potential.

- **Outcome**: The outcome of mentoring is the mentee's personal and professional growth,
increased self-awareness, and access to the mentor's wisdom and network.

3. **Coaching**:

- **Definition**: Coaching is a structured, often short-term relationship in which a coach helps

individuals or teams achieve specific goals, improve skills, and reach their potential. It involves
asking questions, offering feedback, and facilitating personal and professional development.

- **Purpose**: Coaching serves to enhance performance, address specific challenges, and

achieve defined objectives. It can be applied in various contexts, from business and sports to
personal development.
 - **Outcome**: The outcome of coaching is typically the achievement of specific goals, skill
improvement, and increased self-awareness.

In summary, coaching training is about learning how to be an effective coach, mentoring is a

nurturing relationship between a mentor and a mentee, and coaching is a structured process for
goal achievement and skill development. They serve different purposes and are used in distinct
contexts.

Question 7. How to use Coaching and Mentoring to Up skill employees?

Coaching and mentoring can be powerful tools to upskill employees and enhance their
performance. Here's how you can effectively use both approaches:

**Using Coaching**:

1. **Identify Specific Skill Gaps**:

- Determine the exact skills or competencies that need improvement within your employees.
This might involve performance assessments, feedback, or self-assessments.

2. **Set Clear Goals**:

- Establish clear, measurable goals for each employee. These goals should align with the
desired skills and competencies they need to upskill.

3. **Assign a Coach**:

- Match employees with experienced coaches who possess expertise in the areas they need to
improve. Coaches can be internal or external to the organization.

4. **Provide Regular Feedback**:

- Coaches should meet with employees regularly to provide feedback, guidance, and support.
These sessions can focus on skill development and goal progress.

5. **Action Plans**:

- Develop action plans with employees and their coaches, outlining specific steps to achieve
the upskilling goals. These should include milestones and timelines.

6. **Practice and Application**:

- Encourage employees to practice and apply their new skills in real work situations. Coaches
can offer guidance and feedback during this process.
7. **Measure Progress**:

- Continuously assess and measure the progress of each employee. Adjust coaching strategies
as needed to address any challenges or changes in skill development.

**Using Mentoring**:

1. **Identify Mentors**:

- Identify experienced individuals within the organization who can serve as mentors. Mentors
should have the expertise and knowledge in the areas where employees need upskilling.

2. **Match Mentors and Mentees**:

- Pair employees (mentees) with suitable mentors based on their development needs and career
goals.

3. **Set Clear Objectives**:

- Define specific objectives for the mentoring relationship. These objectives should be related
to the skills or competencies that need upskilling.

4. **Regular Meetings**:

- Encourage regular one-on-one meetings between mentors and mentees. These meetings
provide opportunities for knowledge transfer, guidance, and support.

5. **Skill Transfer**:

- Mentors should share their expertise, insights, and experiences with mentees, focusing on the
skills and knowledge that need improvement.

6. **Feedback and Reflection**:

- Encourage mentees to reflect on their progress and seek feedback from mentors. This
feedback loop aids in refining and honing their skills.

7. **Network Building**:

- Mentoring relationships can also help employees expand their professional networks, which
can be valuable for upskilling and career development.

By combining coaching and mentoring, you create a comprehensive approach to upskilling

employees. Coaching offers structured skill development, while mentoring provides access to the
wisdom and experience of more seasoned professionals. This combination can significantly
enhance employee upskilling efforts.

Question 8. What are the benefits of Coaching and Mentoring

Coaching and mentoring offer a wide range of benefits, both to individuals and organizations.
Here are the key benefits of both approaches:

**Benefits of Coaching:**

1. **Skill Development**: Coaching helps individuals improve specific skills, such as

leadership, communication, time management, and problem-solving.

2. **Goal Achievement**: Coaches work with individuals or teams to set and achieve clear,
measurable goals, increasing motivation and performance.

3. **Self-awareness**: Coaching supports personal growth and self-awareness, helping

individuals better understand their strengths and weaknesses.

4. **Accountability**: Coaches hold individuals accountable for their actions and progress,
helping them stay on track and meet their objectives.

5. **Problem Solving**: Coaches assist individuals in identifying and addressing challenges,

providing guidance and strategies for overcoming obstacles.

**Benefits of Mentoring:**

1. **Knowledge Transfer**: Mentors pass on their knowledge, experience, and wisdom to less-
experienced individuals, accelerating their learning and development.

2. **Career Guidance**: Mentoring offers career guidance, helping mentees make informed
decisions about their professional paths.

3. **Emotional Support**: Mentors provide emotional support, guidance, and a safe space for
mentees to discuss challenges and concerns.

4. **Networking**: Mentors often introduce mentees to valuable professional networks and

contacts, opening doors to new opportunities.
5. **Confidence Building**: Mentoring can boost mentees' confidence and self-esteem, enabling
them to take on new challenges and responsibilities.

6. **Succession Planning**: In organizations, mentoring is crucial for succession planning and

leadership development, ensuring a pipeline of capable leaders.

Both coaching and mentoring contribute to personal and professional growth, skill development,
and enhanced performance. They provide guidance and support that can lead to more fulfilled,
competent individuals and, in the case of organizations, more capable and motivated employees.

Question 9. What is coaching and mentoring in the workplace?

Coaching and mentoring in the workplace are strategies used to support employee development,
improve performance, and foster professional growth. Here's how they are defined in the
workplace context:

**Coaching in the Workplace**:

- **Definition**: Workplace coaching is a structured process in which a trained coach, manager,

or colleague provides guidance, feedback, and support to an employee or a group of employees.
The goal is to help individuals achieve specific work-related objectives, improve their skills, and
overcome challenges.

- **Purpose**: Workplace coaching aims to enhance job performance, develop leadership skills,
and address professional development needs. It can be used for various purposes, such as skill
enhancement, career development, and problem-solving.

- **Focus**: Coaching in the workplace often focuses on performance improvement, setting and
achieving work-related goals, and developing competencies necessary for the job.

**Mentoring in the Workplace**:

- **Definition**: Workplace mentoring involves a more experienced employee (mentor)

providing guidance, advice, and support to a less experienced colleague (mentee). It's a
relationship-based approach that typically extends beyond immediate job performance to
encompass broader career and personal development.

- **Purpose**: Workplace mentoring is designed to nurture talent, develop leadership skills, and
provide mentees with access to a mentor's knowledge and experience. It helps employees make
informed career decisions and grow professionally.

- **Focus**: Workplace mentoring covers a broader spectrum of development, including career

planning, networking, and personal growth, in addition to specific job-related skills.
In summary, coaching in the workplace is often a structured, goal-oriented approach focused on
improving performance and achieving specific work-related outcomes. Mentoring in the
workplace, on the other hand, is a relationship-based approach that offers guidance and support
for more comprehensive professional and personal development, often involving a mentor's
wisdom and experience. Both coaching and mentoring are valuable tools for fostering employee
growth and success in the workplace.

Question 10. What is the principle of couching and mentoring?

Coaching and mentoring are guided by specific principles and best practices to ensure their
effectiveness. Here are the key principles for coaching and mentoring:

**Principles of Coaching:**

1. **Client-Centered Approach**: Coaching is focused on the needs and goals of the client (the
person being coached). Coaches work to understand the client's perspective and provide support
tailored to their objectives.

2. **Confidentiality**: Coaches maintain strict confidentiality, creating a safe and trust-based

environment for open discussions and personal development.

3. **Active Listening**: Coaches use active listening techniques to fully understand the client's
thoughts, feelings, and challenges, facilitating more meaningful conversations.

4. **Questioning and Reflection**: Coaches ask powerful questions and encourage self-
reflection in clients to help them explore solutions and develop insights.

5. **Goal Setting**: Coaching emphasizes setting clear, specific, and measurable goals that
guide the coaching process and help measure progress.

6. **Accountability**: Coaches hold clients accountable for taking action and making progress
toward their goals. This accountability fosters commitment and responsibility.

7. **Feedback and Feedforward**: Coaches provide constructive feedback on clients'

performance and encourage them to use it for future improvement (feedforward).

**Principles of Mentoring:**
1. **Guidance and Support**: Mentors offer guidance, support, and advice to mentees to help
them navigate their career paths and personal development.

2. **Experiential Learning**: Mentoring often involves sharing the mentor's own experiences
and lessons, enabling mentees to learn from real-world situations.

3. **Open Communication**: Mentoring relationships thrive on open and honest

communication, where mentees can discuss challenges, aspirations, and concerns.

4. **Role Modeling**: Mentors serve as role models by demonstrating effective leadership,

values, and behaviors that mentees can emulate.

5. **Long-term Relationship**: Mentoring relationships are typically longer term, allowing for
sustained development and ongoing support.

6. **Mutual Respect**: Both mentors and mentees should show mutual respect for each other's
perspectives and contributions to the relationship.

7. **Networking**: Mentoring often provides opportunities for mentees to expand their

professional networks through mentor introductions.

These principles form the foundation of effective coaching and mentoring relationships, ensuring
that they are productive, respectful, and beneficial for the individuals involved.

Question 11. Why coaching and Mentoring is important?

Coaching and mentoring are important for several reasons, both at the individual and
organizational levels. Here are some key reasons why coaching and mentoring are essential:

**Individual Benefits**:

1. **Skill Development**: Coaching and mentoring help individuals improve their skills,
whether they are technical, leadership, or interpersonal. This leads to increased competence and
effectiveness.

2. **Goal Achievement**: These approaches assist individuals in setting and achieving specific,
measurable goals, increasing motivation and performance.
3. **Personal Growth**: Coaching and mentoring support personal growth and self-awareness,
leading to increased self-confidence and a better understanding of one's strengths and
weaknesses.

4. **Career Advancement**: They provide guidance for career development, helping individuals
make informed decisions about their professional paths.

5. **Emotional Support**: Coaching and mentoring offer emotional support, guidance, and a
safe space for individuals to discuss challenges and concerns.

6. **Networking**: Mentoring often provides access to valuable professional networks, opening

doors to new opportunities and connections.

**Organizational Benefits**:

1. **Improved Performance**: Coaching and mentoring can lead to enhanced employee

performance and productivity, contributing to organizational success.

2. **Leadership Development**: They are essential for grooming future leaders and ensuring a
pipeline of capable leaders within the organization.

3. **Knowledge Transfer**: Mentoring facilitates the transfer of institutional knowledge and

expertise, preserving critical information and skills.

4. **Employee Engagement**: Providing coaching and mentoring opportunities demonstrates an

organization's commitment to employee development, leading to higher engagement and
retention.

5. **Succession Planning**: Mentoring can be integral to succession planning, ensuring that key
positions can be filled with well-prepared internal candidates.

6. **Enhanced Problem-Solving**: Coaching and mentoring help employees develop problem-

solving and decision-making skills, contributing to innovative and effective solutions.

7. **Talent Development**: They assist in the identification and development of high-potential

employees, ensuring a skilled and capable workforce.

In summary, coaching and mentoring are crucial tools for personal and professional
development, skill enhancement, and achieving career goals. At the organizational level, they
contribute to employee satisfaction, leadership development, and overall success. By investing in
coaching and mentoring, individuals and organizations can realize numerous benefits.

Question 12. what are the benefits of coaching and mentoring in the workplace?

Coaching and mentoring in the workplace offer numerous benefits for both employees and
organizations. Here are some of the key advantages:

**Benefits for Employees**:

1. **Skill Development**: Coaching and mentoring help employees improve their skills,
whether they are technical, leadership, or interpersonal. This leads to increased competence and
effectiveness in their roles.

2. **Goal Achievement**: Employees can set and achieve specific, measurable goals with the
support of coaches or mentors, enhancing motivation and job performance.

3. **Personal Growth**: Coaching and mentoring support personal growth and self-awareness,
helping employees better understand their strengths and weaknesses, which can lead to increased
self-confidence.

4. **Career Advancement**: Guidance from coaches and mentors assists employees in making
informed decisions about their professional paths and advancing their careers.

5. **Emotional Support**: Coaching and mentoring relationships provide emotional support,

guidance, and a safe space for employees to discuss challenges and concerns, reducing
workplace stress.

6. **Networking**: Mentoring often provides access to valuable professional networks, opening

doors to new opportunities, connections, and career development.

**Benefits for Organizations**:

1. **Improved Performance**: Coaching and mentoring can lead to enhanced employee

performance and productivity, ultimately contributing to organizational success and achieving
strategic objectives.

2. **Leadership Development**: They are essential for grooming future leaders and ensuring a
pipeline of capable leaders within the organization.
3. **Knowledge Transfer**: Mentoring facilitates the transfer of institutional knowledge and
expertise, preserving critical information and skills, particularly in industries with retiring
workforce.

4. **Employee Engagement**: Providing coaching and mentoring opportunities demonstrates an

organization's commitment to employee development, leading to higher engagement and
retention rates.

5. **Succession Planning**: Mentoring can be integral to succession planning, ensuring that key
positions can be filled with well-prepared internal candidates, reducing the risk of leadership
gaps.

6. **Enhanced Problem-Solving**: Coaching and mentoring help employees develop problem-

solving and decision-making skills, contributing to innovative and effective solutions.

7. **Talent Development**: They assist in the identification and development of high-potential

employees, ensuring a skilled and capable workforce for the future.

By investing in coaching and mentoring programs, organizations can create a more skilled,
engaged, and motivated workforce, ultimately leading to improved overall performance and a
competitive advantage in the market.