Definitions of coaching and mentoring

Coaching is concerned most with performance and the development of definable skills. It usually starts with the goal already identified. The most effective coaches share with mentors the capability to help the learner develop the skills of listening to and observing themselves, which leads to much faster acquisition of skills. Coaches also share with mentors the role of critical friend – confronting executives with truths no one else feels able to address with them.

Coaching Mentoring


At ON LINE G.P. we try to develop coaching relationships along multiple dimensions. From the moment you come to us, you are matched with a number of people who will support you.


A senior consultant or manager usually is directly responsible for your professional development. We pair you with a mentor who is more experienced, has a broad perspective on your progression, and will act as a sounding board for short-term case goals as well as long-term career goals. 

You will have an enormous wealth of knowledge and support at your work in close-knit teams with partners, managers and consulting staff. Coaching relationships in the case team are an essential part of progression and learning at ON LINE.










Increasingly, organizations are realizing the many benefits of developing talent through coaching and mentoring programs. 

Coaching helps an employee get the best performance out of themselves.




Individual line manager or internal coach

1. Specially trained internal coach

2. Champions of coaching within the organization

3. In alignment with organizational talent development agenda



Professional coaches

1. Works outside of the organization

2. Offeres wide experience and independent approach

3. Can provide new ideas and knowledge, maintains confidentially






The majority of talent programs will also use mentoring as a complementary learning method with coaching. Mentoring is an incredibly powerful tool for individuals who want to learn and grow within an organization.For employers, mentoring increases retention, promotion rates, and employee satisfaction. At universities, student mentoring is proven to improve student retention, boost job placement rates, and increase alumni engagement when tapping alumni as mentors.

Traditional business mentoring programs focus on developing junior employees (mentees) by pairing them with more experienced and often senior staff (mentors) for several months.  Today, smart organizations are realizing that a workplace mentoring program can serve the entire employee lifecycle. Mentoring new employees can improve new hire retention rates. Successful companies large and small use mentoring to tackle complex human resource challenges such as increasing employee retention and improving workforce productivity.












Mentoring VS Coaching










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