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“People are assets” and various organizations believe it dedicatedly. Nowadays many establishments are increasingly emphasizing on personal attributes while recruiting and developing staff. This enhances the overall development of the cohesive team and thus motivates them. This kind of motivation is more required in places like call centers or any environment where the company feels that its success depends on enhancing the corporate culture. However, all this cannot take place without any noteworthy challenges.

Coaching and mentoring differ in various ways. In mentoring the mentor acts as a counselor, who provides advice in relation to career paths, helps in understanding and grabbing development opportunities and also helps in accepting the concept that you need to grasp the fundamentals to become a leader in a company. A mentor is always in a senior position in the company, like for example a senior manager or any person who is at least two levels higher than you in the company. The mentor should be well experienced in the company and he or she must have the capability to assign important assignments to you to showcase your skills and thus enhance your development. One of the most significant essentials in mentoring is the rapport of the mentor and the person who is seeking help; this relationship should be based on mutual respect between the two.
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The recent trend of a rise in the use of coaching, whether by external or internal coaches, is a great thing for encouraging greater development of individuals and groups. However, I do think it has also led to the pedants of the world leaping into worrying about the semantics of the difference between coaching and mentoring. My stand on this is that there are some differences and that there are frequently grey areas where they overlap. At the end of the day, does it really matter which is being used so long as the intent is to support and help to develop a person?
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