Learning Model

The 70/20/10- the learning model calls for 70 percent of development to consist of on-the-job learning, supported by 20 percent coaching and mentoring, and 10 percent classroom training.

It is therefore very important for you to incorporate coaching and mentoring in your growth. You should have at least two mentors, one in your area of specialization and inspiration and the other that is vastly knowledgeable. Both mentors and coaches benefit the individual in several ways but for maximum results, there is a need to be clear on what the priorities are and what kind of support you are looking for. With the right support, you can become more productive, profitable and competitive.

A mentor is someone who offers their knowledge, expertise and advice to those with less experience, by sharing their own experiences, skills and learning in order to steer them in the right direction. Since they have faced the same challenges as their mentees, they are more empathetic towards their needs.

A mentor should serve as a professional advisor and role model for the mentees by helping them explore their career options, set development goals, improve on different skills, develop new contacts and identify resources.

A mentor’s role evolves as the needs of his/her mentees change over time with the relationship being either informal or informal. In formal mentoring relationships, mentors follow a structured approach to set realistic expectations and gain mutual benefits.

Mentoring programs are continuously being adopted by different organizations as part of their training and development needs. This is because confident and satisfied employees steer organizations forward.

A coach focuses on helping you with identifying goals, prioritizing them and choosing the right path to achieve them within a specified period of time. They help you to clarify your growth vision by addressing the challenges around prioritizing your goals on the basis of importance. They follow a more formal, structured approach to resolve issues and manage specific required aspects.

Our coaches cover various aspects of helping you achieve specific goals which may include different skills such as communication skills, team building, leadership and more. Given that each individual is unique, our coaches thus do not subscribe to the notion of “one size fits all”. They comprehensively assess you to recognize your individual core strength and growth areas and based on the assessment help formulate an action plan to achieve the desired results. We will challenge the status quo, question some choices and decisions and prompts you to take a closer look at yourself and your approach. This way, we bring in a fresh perspective to the way you set your goals and approach different things by guiding you to adopt appropriate growth methodologies.

We will help you succeed by guiding you in the right direction and the steps you will need to follow to achieve success by providing clarity, pointed advice and opinions to get you back on track.

Differences Between Coaching and Mentoring

Length of time

Mentoring is a long-term process based on mutual trust and respect. Coaching, on the other hand, is for a short period of time.

Approach

Mentoring is more focused on creating an informal association between the mentor and mentee, whereas coaching follows a more structured and formal approach.

Experience

A mentor has first-hand experience of the mentee’s line of work. A coach, however, does not need to have a hands-on experience of the kind of work the coaches is engaged in.

Priority

The topmost priority of a mentor is to help you develop skills that are not just relevant for the mentees in their present job, but also for the future. For a coach, the biggest priority is to improve performance that is impactful.