Counseling? Mentoring? Coaching?

Counseling
  • Counseling focuses on correcting perceived problems by changing behaviours and attitudes.
  • Counseling utilizes investigative/diagnostic tools to examine feelings, attitudes, perceptions, and behavioral patterns that hinder performance and achievement; then implements therapies designed to eliminate discovered obstacles that interfere with the ability to develop properly and to function at an acceptable level of performance and achievement.
  • Counseling is accomplished in an expert-to-patient relationship (clinical process) where the clinician leads or guides the patient up from an unacceptable condition.

Mentoring
  • Mentoring is undertaken by an experienced, wise person who is able to lead by example and is a role model. They help the employee to see the big picture and understand the politics of the organization.
  • Mentoring is a process in which an experienced colleague is assigned to an inexperienced individual and assists in a training or general support role.
  • Mentoring is a form of teaching that includes walking alongside the person you are teaching and inviting him or her to learn from your example.

Coaching
  • Coaching is a strategy used to help employees reach their fullest potential and achieve their goals by first helping to define the goals, and then supporting the employee in executing them by mapping out a strategy and helping them stay on track.
  • A coach assists the employee to set specific goals and objectives, explores what is needed to achieve them, and works with the employee on target setting, professional and personal development, expansion of their skills base and offers practical and relevant advice and guidance.
  • Coaching focuses on empowering superior development through increased knowledge, improved talents, added skills, and personal motivation.

IT Career Planning and Workforce Development

There are two paradigms that have been shattered forever – the “job-for-life” paradigm, and the “length-of-service” or “loyalty-to-employer” paradigm.  The job marketplace today is filled with insecurity and uncertainty – both on the part of the employer and the employee.

But what is developing in their place?  There is no single answer to this question.  Certainly all of the topics covered on the TalentAlign.com website are included.  The area to be explored under Career Management is the process of understanding and managing IT careers – from both an organizational and an individual perspective.

Career Management includes:

  • Career Management Strategy – from both an organizational and individual
    viewpoint.
  • Career Paths – within and outside of IT,
  • Development processes – what constitutes a “learning” process, and
  • How to manage the process.

Below are summaries of articles.  To read the article in full, click on the relevant link.  To return, click “back” on your Internet Browser.


What do Your IT Employees REALLY want?
Do you REALLY know what your employees want?  Do they?  Just how engaged are your employees – by engaged we mean do they really feel a part of the organization?  These questions are simple enough, but much more difficult to answer.  But the answers have a major impact on the organization and it’s ability to deliver the action plans necessary to achieve goals and strategy.
read more …