Enhancing the Performance of Human Resources through E-Mentoring: The Role Of an Adaptive Hypermedia System Called “AVEUGLE”

Enhancing the Performance of Human Resources through E-Mentoring: The Role Of an Adaptive Hypermedia System Called “AVEUGLE”

Abstract

Coaching and mentoring have many commonalities but can also be seen to be different. The aim of coaching is to help people transform being where they are to where they want to go, which may be on a path that has not yet been trodden. Mentoring is a one-to-one communication between a mentor who has “been there and done that” and a mentee who wants to “learn the ropes.” This paper looks at how these practices can be enabled online through Virtual Coaches and the extent and limitations of the GROW model for online coaching and mentoring. It finds that the GROW model is limited in what it can do, and that it needs to be extended to consider factors beyond goals, realities, options, and wills. It is suggested that “engage” and “routinize” be added to create a new model called “GROWER.” An extension of the M-MARS model making it M-REAMS (i.e. Methods, Rules, Enmities, Amities, Memes, Strategies) is proposed for an ethnomethodological approach to reflective learning. The paper concludes that virtual coaches can provide benefits in terms of enhanced mentoring and coaching relationships.

Full Text

Citation

Jonathan Bishop (2016). Enhancing the Performance of Human Resources through E-Mentoring: The Role Of an Adaptive Hypermedia System Called “AVEUGLE”. International Management Review 12(1), pp.1-11. Available online at: http://resources.crocels.com/wp-content/uploads/sites/4/enhancing-the-performance-of-human-resources-through-e-mentoring-the-role-of-aveugle.pdf

An investigation into the extent and limitations of the GROW model for coaching and mentoring online: Towards ‘prosthetic learning’

An investigation into the extent and limitations of the GROW model for coaching and mentoring online: Towards ‘prosthetic learning’

Jonathan Bishop

Abstract

Coaching and mentoring have many commonalities, but can also be seen to be different. The aim of coaching is to help a person transform being where they are to where they want to go, which may be on a path that has not yet been trodden. Mentoring is a one-to-one communication between a mentor who has “been there and done that” and a mentee who wants ‘learn the ropes.’ This paper looks at how these practices can be enabled online – through Virtual Coaches – and the extent and limitations of the GROW model for online coaching and mentoring. It finds that the GROW model is limited in what it can do, and that it needs to be extended to consider factors beyond goals, realities, options and will. It is suggested that ‘engage’ and ‘routinize’ be added to create a new model called ‘GROWER.’ An extension of the M-MARS model making it M-REAMS (i.e. Methods, Rules, Enmities, Amities, Memes, Strategies) is proposed for an ethnomethodological approach to reflective learning. The paper concludes that Virtual Coaches can provide benefits in terms of enhanced mentoring and coaching relationships.

Full Text

Citation

Jonathan Bishop (2015). An investigation into the extent and limitations of the GROW model for coaching and mentoring online: Towards ‘prosthetic learning.’ The 2015 International Conference on e-Learning, e-Business, Enterprise Information Systems, and e-Government (July 27-30, 2015, Las Vegas, USA). Available online at: http://resources.crocels.com/wp-content/uploads/sites/4/extent-and-limitations-of-grow-model-for-coaching-and-mentoring-online.pdf