Week 5 Discussions

WEEK 5 Peer Responses: Reference and cite the textbook in your original post. Respond to at least two of your classmates’ posts.

Carefully review the Discussion Forum Grading Rubric for the criteria that will be used to evaluate this Discussion Thread.

Week 5 - Discussion 1

PEER #1:

Wk 5- Coaching Vs. Mentoring Elizabeth Staub Email this Author 12/6/2016 10:42:35 AM

The differences between mentoring and coaching are as follows: mentoring consists of employee growth, learner engrossed, broad, judicious, and enduring; whereas coaching is calculated, exact, instruction concentrated, educating, temporary, and task-oriented (Kopp, 2014). Chakravarty (2011) explained the purpose of coaching and mentoring as the development of employee’s knowledge, skills and abilities to assist them in the raise the level of function to task. A mentor is not someone who is assigned to an individual; it is a person who takes another under their wing. A mentor will ensure that the individual’s needs are met by being available and providing guidance, sharing experiences, echoing and remaining positive in the face of challenges. A coach has builds a blueprint that will tell the employee exactly how they will get from point A to point B. A coach reviews various techniques to help employees learn valuable skills (Chakravarthy, 2011).

An example of mentoring that comes to mind is when an employee is being developed for a leadership role. A mentor will be available to answer questions, provide guidance, and vent if needed. For instance one of my mentors in the military cultivated my abilities to lead through open communication, showing me balance, getting me to look internally before reacting, and by encouraging me.

When someone changes careers the method of coaching would be appropriate, since they may or may not have any experience to build off of. For instance when I left Security Forces to become a First Sergeant I had a coach assigned to me that offered similar experiences when I had Airmen who made huge mistakes. They were able to provide teach me knowledge that afforded me the opportunity to use the skills I possessed as a cop while also instructing me on new ways to get to a desired end state.

References

Chakravarthy, P. (2011, December 20). The difference between coaching and mentoring. Forbes. Retrieved from http://www.forbes.com/sites/infosys/2011/12/20/business-leadership-for-smarter-org-2/

Kopp, D. M. (2014). Human Resource Development: Performance through Learning. San Diego: Bridgepoint Education, Inc.

Peer#2:

Week 5 Discussion 1 Candyse Cunningham Email this Author 12/7/2016 10:12:03 PM

Coaching and mentoring are similar with nuanced differences. The function of coaching is to help the team member learn the behaviors and attitudes needed, in order to complete their job successfully (Chakravarthy, 2011). This would be for the coach to give the explicit direction for the team member to become a functioning member of the team and meet the expectations. Whereas, mentoring focuses on training behaviors and attitudes (Chakaravarthy, 2011).

A scenario where coaching would be more applicable is when you are onboarding a new team member. The time needs to be taken to show them exactly what is to be done, when and how. This is also the time to level set the expectation on both sides.

A scenario where mentoring would be applicable is during development to prepare for a new position. The skills and expectations are already learned, but the behaviors and attitudes or approaches need to be taught when looking at moving to an upward position.

Reference:

Chakravarthy, P. 2011, December 20. The Difference Between Coaching And Mentoring. Retrieved from http://www.forbes.com/sites/infosys/2011/12/20/business-leadership-for-smarter-org-2/#412d24b2406f

Week 5 - Discussion 2

Peer #1:

These two companies are not doing things to sell more clothes, they feel that it is the one thing they live for and the future of our world. Patagonia owner he feels that it is his duty to help solve things but he uses his company to help the change in our country. He believes that we have to change corporate America and showing that if one company start doing this for the wrong reasons maybe later on the will do it because it is the right thing to do. The owner firmly believes the they must change the government but the government is just a pawn for corporate America. These two companies want to be role models for corporate America.

Espirit upper management are all out in the public and the communities helping because they want people to know who's behind the scene of the clothes in which the buy. Not only does upper management show up, but they encourage their employees to get out and help in the community by giving them time off to go out and serve which is an admirable thing. Espirit believes that while they are out in the community it will trickle down to the next company. Espirit believes if you create an environment that shows your committed to the community buy offering volunteer days and they also have labor days but also people will understand that they have a vested interest in the community. the thing that these two companies do, they will allow over 300 of there employess to go out and help in marathons, feed the hungry and help young kids get treatment for drug addictions.

Their belief is that when corporate America starts to help people without there being other motives behind their help then and only then will there be harmony in corporate America. Kopp states it like this, corporate responsibility includes organizations who choose to assess and take the initiative and responsibility for how organizations affects the environment as well as social justice and welfare. HR are beginning to create social responsibility by, aligning social responsibility strategies and goals with organizational objectives, using hiring and creating partnerships to build CRS experts, but most of all communication between the public and corporate America will have a lasting impact between stakeholders, shareholders, the people that they employ.

References:

Kopp, D. M. (2014). Human resource development: Performance improvement through learning. San Diego, CA: Bridgepoint Education.

Espirit and Patagonia video