Critical Differences Among Mentor Coaching, Peer Coaching & Supervisor Evaluation

International Mentoring Assoc. Since 1987, the premier source for support of mentoring.

Critical Differences Among Mentor Coaching,

Peer Coaching & Supervisor Evaluation

by Barry Sweeny, 2001

Features	Mentor Coaching	ìPeerî Coaching	Supervisory Evaluation
The focus of the observation	ï Set by the interests & needs of the protege, often after the observation of effective modeling that prompts the discovery of a need to improve.	ï A mutual inquiry into defining and increasingly using best practices in their work	ï Comparison of the beginning employeeís skills with a model of excellent practice or performance standards to decide if it is minimal competency
The goals of the activity	ï Develop a more trusting and collegial professional relationship ï Develop reflective, analytical & self- assessment skills in protege ï Develop more effective work strategies by protege ï Improved protege performance and productivity	ï Develop a more trusting and collegial professional relationship ï Develop reflective, analytical & self- assessment skills of both ï Develop more effective work strategies for both ï Improved learning, performance for both persons	ï Judge employee competence for decision about continued employment ï Application of pressure to increase performance and productivity ï Improved employee learning
Observation initiated by	ï Mentor, first by invitation to the protege to observe the mentor at work. Then, after comfort is established, mentor observations of the protege at work.	ï Either partner in the peer coaching pair	ï The supervising manager in response to legal and contractual requirements & organizational expectations
The ìPaper Trailî & use of the observational data	ï Copies kept by both. Both look for data patterns. Mentor asks protege reflective questions to teach him/her how to self-assess.	ï Given to the partner who was observed to analyze. Coach asks reflective questions to prompt the partnerís analysis.	ï Evaluator analyzes the data &prescribes needed improvement. Papers go into personnel file as documentation of evaluation

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