Coaching and Mentoring Brief

Sample Answer

Courtney C&M Limited – Coaching and Mentoring Brief for Client A

Introduction

Courtney C&M Limited has been approached by Client A to advise on the implementation of a coaching and mentoring programme aligned to their organisational development and performance improvement objectives, specifically focusing on enhancing customer care and IT skills. Our approach aims to establish a sustainable, impactful framework tailored to Client A’s context.C

Defining and Differentiating Coaching and Mentoring

Coaching is a structured, performance-focused process in which a trained coach supports an individual to achieve specific goals, often in a relatively short timeframe. It is typically task or outcome-oriented, driven by present challenges and future aspirations.

Mentoring, by contrast, is a longer-term, relationship-based process, in which an experienced mentor offers guidance, support, and knowledge transfer to a less experienced colleague, often focusing on personal and career development rather than immediate performance goals.

Key Differences:

Benefits for Different Stakeholders

Additionally, coaching boosts adaptability to change, while mentoring strengthens organisational culture and long-term employee retention.

Types of Coaching and Mentoring within Organisations

1. Executive Coaching – Tailored for senior leaders to support strategic decision-making, leadership skills, and change management. Relevant if Client A expands the programme in future.

2. Performance Coaching – Immediate focus on customer care and IT skills, targeting front-line employees; ideal for short-term improvement.

3. Skills Coaching – Specific to technical skills (e.g., IT systems), often delivered internally or via external experts.

4. Peer Mentoring – Colleagues support one another, promoting a collaborative culture.

5. Reverse Mentoring – Younger or more digitally adept employees mentor senior staff on new technologies, relevant for Client A’s IT upskilling.

Assessment:

For Client A, performance coaching and skills coaching should be prioritised initially, with a plan to integrate peer mentoring in later stages to sustain learning.