Coaching and Mentoring. Concepts and Practices in Development of Competencies: A Theoretical Perspective

One of the rapid growths in coaching and mentoring has been evident in recent years, reflecting the increased attention paid to the different development elements. It is clear that this growth included almost all sectors, primarily educational, medical, and industrial, and many others. However, the widespread popularity of this attention has been attributed mainly to the sequential reactions about the effectiveness of development elements, particularly professional coaching and mentoring, due to significant gaps in research, studies, and statistics. Coaching and mentoring are part of educational or professional training to develop employees in the professions. Coaching and mentoring play an essential role in the development of competencies and maintain them in their specialization and the sustainability of making the most of them in the service of organizations operating in any sector. There is a mix between the different concepts of career development among the various institutions operating in the industry, in line with plans that may not serve the axis of career development for employees. Also, this study defined multiple similarities and differences in the main issues involved in coaching and mentoring most of these related either to the self-development, professional growth, and career development of the employee. When determining the methods to be used in coaching and mentoring, consideration must be taken to ensure that each member of this relationship understands their limits and the boundaries of the relationship itself. It may be necessary to point out that there is a way out from this relationship as it is to encourage its development in the first place. Supervisory methods vary and depend on the people involved, the location of the meeting, and the terms of the relationship. Not only Coaches/mentors should play their part, but also coachee and mentee as well, and all this should be documented and put in a specific institutional meaning. Therefore, this paper will review the literature of both coaching and mentoring' concepts, and its practices, as well as the definition of coach, mentor, coachee, and mentee, and the relationships between them.