Coaching and Mentoring Vital to Success
Dineace D Minnick
Colorado Technical University

Coaching and Mentoring Vital to Success
In my opinion I feel that to be successful you truly need to line up people around you who are will to Coach and Mentor you. It also looks good for you to be seen as a Coach and Mentor. I see this as an excellent way to always have feedback and direction to help reach goals and succeed to levels of excellence. I chose this topic because my ultimate goal, within the next seven years, is to be a life coach. This will include finance, career, home, and spirit. I believe that the youth coming out of High School and College have no clue. I know I didn’t and it wasn’t until I started getting direction and
Many successful people are not willing to share their insights, good mentors, want their mentees to surpass them and be more successful. They have to be willing to invest time and energy in another person. Mentors need to be able to listen to and empathize with younger employees. Beyond listening well, a good mentor also needs to be able to build trust with his mentee. Mentors and mentees need to be honest with each other and feel comfortable sharing insecurities and dreams.
Linda Watt in “Mentoring and Coaching in the Workplace”, stress that mentoring and coaching are used interchangeable and the meaning are confused easily. Mentoring is the form of providing support in which individuals with more advanced experience and knowledge (mentors) are matched with lesser-experienced and knowledgeable individuals (mentees) for the purpose of advancing the mentee’s development. The two employee development areas that organizations should consider using mentoring for, and where it can have the greatest impact are: 1) Career development and 2) Skills development. When a worker lacks motivation a mentor can provide a new bust of energy.
The mentoring relationship will typically evolve through four stages: 1) Initiation: It is important for the two people involved in the relationship to clarify the goals, objectives, process and the length of the engagement. 2) Cultivation: Guided by the objectives, the two parties work together to