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Product reviews for Mastering Mentoring and Coaching with Emotional Intelligence
HR Network Scotland
For anyone who has ever wondered if mentoring and coaching are the same, they only have to read one paragraph of this book to know the answer.
The core difference, as defined by the book's authors, is that coaching is a facilitative, non-directive process while mentoring also involves the revealing of persona[ expertise.
If the fact that many famous people who have significantly contributed to the world have had the benefit of a mentor is to be believed, then this book is a must for the aspiring coach and their clients to make use of.
One key difference though that this book has over others on the same subject is the Link to how using and harnessing a person's emotional intelligence (EI) can be the deciding factor in whether mentoring and coaching is successful. The two subjects have been blended well with a minor downside being the hard sell of the authors' own website which readers are frequently directed to throughout the text.
A number of little gems appear in the work such as the idea of 720' feedback. A new one on me I must say but according to the authors, both of whom are practicing coaches, it is a I commonly used term in the HR world'. If anyone is interested, the term refers to the re-testing of people who have already undergone a 320' assessment - now you know!
It occurs to me that one possible use for this book which appears to have been missed out on until now is that of a selfhelp aid. For those informed individuals who realise that their El is not switched to 'on' mode, by focusing on certain chapters of the book they may just find a little help, in amongst the numerous hints and tips resplendent on almost every page. These can become a Little tiresome because of the sheer number of them but in general they are easily digestible with some touching that raw nerve we all have experienced when we read something and immediately personalise it.
While the authors opt for a distinctive academic feel to the text which is no real surprise with the inclusion of the evocative subject of El, they also manage to illustrate their points with numerous practical examples. There are a number of models referred to such as the COMET one and no, it isn't referring to where you can buy your electrical goods. Even if readers are not familiar with some of these models they will make sense even after a cursory read. Context, outcome, method, effect and task are the underpinning principles to the COMET model in case you were wondering.
A strong setting point for the book is its gift of including a number of self -assessments which helps the reader gain from their own experiences. The importance of self-awareness in an effective coach or mentor is reinforced none too subtly but to good effect by ensuring the mentor or coach understands themselves to some extent before being let loose on others. This approach, while respecting the reader's learning process, underpins the philosophy of best practice in mentoring and coaching and is to be applauded.
The above said the text can, at times, be a Little overwhelming especially for those readers who may not have been exposed to the art of mentoring or coaching to any great degree. This is especially pertinent given some of the intended audience, who by the authors' own words, are described as those starting out in the subject'.
The authors could, at times, possibly have forsaken length for simplicity as the changing nature and complexity of subject matter is a Little bit of a turn-off. Do you know what the 'metaoctant consequence evaluation system" is a[[ about, because I am still not too clear having actually read the subject more than once.
That said though, taken in bite-sized chunks the reader will find the book's riches fairly easily. The authors say they have spent many years researching the subject and reading other books and materials and it shows. It is packed with useful information for anyone who is interested in coaching or mentoring whether it be, the client or the teacher.
The core difference, as defined by the book's authors, is that coaching is a facilitative, non-directive process while mentoring also involves the revealing of persona[ expertise.
If the fact that many famous people who have significantly contributed to the world have had the benefit of a mentor is to be believed, then this book is a must for the aspiring coach and their clients to make use of.
One key difference though that this book has over others on the same subject is the Link to how using and harnessing a person's emotional intelligence (EI) can be the deciding factor in whether mentoring and coaching is successful. The two subjects have been blended well with a minor downside being the hard sell of the authors' own website which readers are frequently directed to throughout the text.
A number of little gems appear in the work such as the idea of 720' feedback. A new one on me I must say but according to the authors, both of whom are practicing coaches, it is a I commonly used term in the HR world'. If anyone is interested, the term refers to the re-testing of people who have already undergone a 320' assessment - now you know!
It occurs to me that one possible use for this book which appears to have been missed out on until now is that of a selfhelp aid. For those informed individuals who realise that their El is not switched to 'on' mode, by focusing on certain chapters of the book they may just find a little help, in amongst the numerous hints and tips resplendent on almost every page. These can become a Little tiresome because of the sheer number of them but in general they are easily digestible with some touching that raw nerve we all have experienced when we read something and immediately personalise it.
While the authors opt for a distinctive academic feel to the text which is no real surprise with the inclusion of the evocative subject of El, they also manage to illustrate their points with numerous practical examples. There are a number of models referred to such as the COMET one and no, it isn't referring to where you can buy your electrical goods. Even if readers are not familiar with some of these models they will make sense even after a cursory read. Context, outcome, method, effect and task are the underpinning principles to the COMET model in case you were wondering.
A strong setting point for the book is its gift of including a number of self -assessments which helps the reader gain from their own experiences. The importance of self-awareness in an effective coach or mentor is reinforced none too subtly but to good effect by ensuring the mentor or coach understands themselves to some extent before being let loose on others. This approach, while respecting the reader's learning process, underpins the philosophy of best practice in mentoring and coaching and is to be applauded.
The above said the text can, at times, be a Little overwhelming especially for those readers who may not have been exposed to the art of mentoring or coaching to any great degree. This is especially pertinent given some of the intended audience, who by the authors' own words, are described as those starting out in the subject'.
The authors could, at times, possibly have forsaken length for simplicity as the changing nature and complexity of subject matter is a Little bit of a turn-off. Do you know what the 'metaoctant consequence evaluation system" is a[[ about, because I am still not too clear having actually read the subject more than once.
That said though, taken in bite-sized chunks the reader will find the book's riches fairly easily. The authors say they have spent many years researching the subject and reading other books and materials and it shows. It is packed with useful information for anyone who is interested in coaching or mentoring whether it be, the client or the teacher.
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18/02/2008 00:00
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