Friday, April 25, 2014

What’s the Difference Between Mentoring and Coaching?

25 April 2014, Singapore: I would like to share this article from one of my LinkedIn forum 'Talent Management'. The article was written by Tessa Hilson-GreenerInterim HRD, Executive Education Consultant

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Mentoring and coaching are not the same. What contributes to the confusion of the difference between the two is that a coach and mentor often perform their work using similar skills sets, such as strong interpersonal and communication skills. 


Effective mentors (as well as effective supervisors, managers, and executives - leaders of all kinds) also use effective coaching skills. Mentors usually reside within the same organization as the person being mentored. Coaches, on the other hand, are more often than not external to the organization, however, there are some internal coaches when the company is forward thinking in developing a culture of self development utilising a coaching philosophy. 

Mentoring is a learning relationship between two people. It requires trust, commitment and emotional engagement. It involves listening, questioning, challenge and support. It has a definite time scale. It is concerned with implications beyond task and It focuses on skills and performance and the agenda is set by learner. 

Some Benefits: 
  • Support in transitions 
  • Providing a sounding board and feedback 
  • Expanded Personal and business network and additional learning resources 
  • Experience of another persons career journey, culture, status and gender 
  • A safe space to sound out ideas and gain support 
  • Access to information about how the organisation works 
  • A source of stretch and challenge 
  • Can bring individuals closer together by sharing knowledge, skills and experiences so that all parties learn from others to build a new approach 
  • Make the most of work-related opportunities to learn from real situations 

Coaching is a structured interaction between two people who are in a trusting and honest relationship. Coaching focuses on capability and potential. The agenda is set by or with the coach It typically addresses short-term needs. Coaching is not training because it is centred on the coachee finding their own answers with a professional guide. Coaching is results-orientated following a process that enables the participants to find constructive solutions in a productive time-frame. Coaching is a practical, confidential and forward looking activity that enables the individuals to explore their ideas with a qualified professional to achieve outstanding results. 

Some Benefits: 
  • Learn from those you know and trust 
  • Take it at your own pace and form a one-to-one relationship 
  • Have input over what and how you learn related to the agenda 
  • Develop the skills needed for the present job as well as future jobs 
  • Find an outlet to express ideas and concerns and then define clear actions 
  • Transfer the learning to new situations in a set time-frame 
  • Receive structured development from a trained manager or coach 
  • Promote a climate of continuous learning, support and ownership 
  • Make the most of work-related opportunities to learn from real situations 
  • Reduce time spent away from work while attending courses or workshops 
  • Aid the transfer of learning to the work situation 
  • Provide cost-effective ways of developing people in a more customized way 
  • Ensure high quality management advice and support is consistent 

When to implement mentoring and coaching? They both should be part of an overall learning strategy as both are valuable in encouraging self development and when managed effectively have a valuable impact on performance capability and a positive impact on the overall self development of people.

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Sunday, April 13, 2014

Is Handwriting Analysis a Dying Skills?

13 April 2014 - Singapore: Today, I went to the local community library and saw a handwriting analysis book by Marc Seifer, PhD. I flip a few pages and straight away I took it to the 'load machine' to record it under my name.

Recalling back, each time I share my knowledge about 'handwriting analysis' or 'graphology' - the first usual respond I got is .... "Mr. Liew ... now days people type more, do you think handwriting analysis is still relevant?"

I was introduced to handwriting analysis back in the mid 1990s - a headhunter from TOA shared her knowledge with and gave me a quick interpretation of my handwriting ... it was accurate about my personality. Later, another headhunter from HRnet One, shared with me that he use handwriting analysis to analyse the personality profile of his candidates. This really got me hooked to handwriting analysis but during the 90s, there wasn't any reading material on handwriting analysis. 

My break came when my French boss asked me to select a training that will help me in my daily HR tasks ... the rest was history ... the 2 days course on handwriting analysis cost my company RM1750 and this is in the mid 1990s. It was very expensive to invest on a young HR Officer like me. During the course ... my course-mates were from the Singapore & Malaysia police force, and the petroleum companies e.g., Petronas, LNG, SHELL, etc.

To keep it short - I just wanted to share some of the reading material available and hope the HR professional from the "Gen Y" age group  will consider picking up the skills.





Click the hyperlink:



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Saturday, April 5, 2014

BBC. com: Resume or CV? A Global Guide

05 April 2014, Singapore: Came across this article via LinkedIn. It is an interesting reading ... Great if you are a HR professional ... at least you will be able to explain "Resume" and "CV".

Click the hyperlink: 
BBC.com : Resume or CV! A Global Guide

Note: Do remember to click the pictures as it is linked the other section of the article. Happy reading ... knowledge is power!

Summary: In USA ... they call it resume ... keep it short by elaborate!! In Europe and Latin America ... they call it CV


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