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Overview : Coaching and mentoring are often confused. As a result, organizations choose one as a solution to an issue they are having: on boarding new employees, improving performance for an underperforming employee, etc. This often leads to applying the wrong solution and wasting valuable time and money. This webinar seeks to explain 25 key differences between coaching and mentoring which will provide greater clarity in assessing which option is your best solution for what you are attempting to accomplish. Why should you attend: Anyone wishing to know how coaching and mentoring differ and why it's important to know the difference before deciding on whether to implement a mentoring program or a coaching program. Areas Covered in the Session: How coaching and mentoring differ on who drives the relationship How coaching and mentoring have different outcomes How the role of the immediate employee manager differ in coaching and mentoring How coaching and mentoring differ as to focus How mentoring and coaching differ on their impact on diversity initiatives How mentoring and coaching are measured differently Who Will Benefit: VPs and Heads of HR Diversity Knowledge Managers Training & Development Managers Organizational Development After spending years in human resources and discovering that most companies weren't doing an adequate job developing their number one asset-employees-Rene D. Petrin had a mission: to create an organization devoted solely to teaching businesses how to mentor talent. This entrepreneurial spirit combined with his keen insight into human behavior led Rene to found Management Mentors, Inc. in 1989. Management Mentors’ philosophy is simple: to show companies how structured mentoring programs are the most powerful and effective strategy for professional development within an organization. With more than 12 years of experience as a Vice President of Human Resources in both healthcare and sales organizations, Rene has experience managing all areas of human resources, but he’s always maintained a special interest in employee development. Through his concentration in this field, he began to realize the power of mentoring in organizations and increased his focus on this area. Rene’s educational background is equally impressive: he earned a master’s degree in consulting and counseling psychology from Harvard University and a bachelor’s degree in health administration and planning from the University of New Hampshire. TrainHR
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