Question

12- Discuss the concept of a “learning organization”?

13- Distinguish between and explain leader development and leadership development?

14- List and explain the elements that make up the core of learning?

15- Discuss the similarities and differences between coaching and mentoring?

Answer 1

1. A learning organization is where the employees are allowed to think outside the box, make mistakes, take, use creativity to the maximum extent possible. It fosters an environment where collaboration can occur, individuals are more inclined to work in teams, learn from each other, and strive to do things better than the last time. This lends highly to and has similarity with an entrepreneurial organization and has a lot to do with the fact that both the type of organizations strive to achieve a state of ZEN which essentially balances work and creativity with engagement and high intrinsic motivation providing better consideration towards innovation as a result.

2. Learner development means how the leader develops their skills to be better at leadership while leadership development lends to the process of application of the leader’s skills and the consideration for how well they can utilize their leadership aspect. This means that while leader development would include training for communication and body language as well as the development of emotional intelligence, leadership development would teach the individual how to apply their emotional intelligence, their leadership style by giving them situations which they would be faced within the organization and train them to deal with their problems using risk mitigation and management attitude.

3. The core of learning would include elements such as clear expectations with the learning endeavor, the consideration for the effectiveness of the knowledge transfer process the individual underwent. It relies on their ability to apply what they have learned in the most targeted context.
In summary, at the core of learning, we have the flexibility of the medium of learning, targeted instruction, and student’s reflection and ownership for the knowledge transfer to conclude.

4. SIMILARITIES
Both coaching and mentoring provides the individual with real-world experience. The similarities include the need for the coach or the mentor to have the necessary teaching skills and experience in the first place. We also have a style of learning which is more hands-on and the focus on career counseling, future, and being a guide is similar between a mentor and a coach.

DIFFERENCES
The differences stem from the fact that while a mentor and mentee develop this relationship through mutual consent and trust, the coaching process does not have such requirements. Coaching is also more performance-driven in the sense that it is highly job-specific and mentoring on the other hand is the process of transfer of knowledge between the mentor and the mentee in all aspects of learning and consideration for nonspecificity of skills.

Coaching is also a time-bound and time focused process while mentoring has no such requirement or constraint. This also means that while coaching is focused on the skills that the individuals might need right now, mentoring would be a nuanced process based on what the mentor believes the mentee needs to learn and what they can take away from it all.

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