viii) End Of Mentoring Relationship

Good mentoring involves an understanding of when it is time to end the mentoring relationship. This involves having a clear understanding of the objectives and when these are achieved, the mentoring relationship should end. Unfortunately, many mentoring situations evolve naturally and develop into a personal relationship. This personal relationship can make it difficult to end the mentoring element. Some signs that may indicate that one party has outgrown the mentoring relationship include

- not following advice

- an overly assertive, challenging attitude from the mentee

- feeling that the mentor is "out of touch"

. Standards Australia has developed guidelines on coaching in organisations. The guidelines encourage an ongoing transition from belief-based to evidence-based practices which ensure executive coaching adapts to the changing needs of leaders. Included in the guidelines are details about processes of engagement, confidentiality, reporting and accountability. Also the guidelines describe different types of coaching, types of outcomes, what to look for in a coach and how to manage the tripartite arrangement between the organisation paying for the coaching, the person being coached and the coach.


(source: Stephen Harris 2017)

Coaching is seen as less threatening and cheaper than therapy; especially for men, coaching is seen as a substitute for therapy. Furthermore, becoming a coach is much cheaper and easier than becoming a therapist

· Coaching helps people become employable, ie people

"...continually working on themselves in efforts to remain employable and re-employable, and as a means of reconciling themselves to the declining employment prospects..."

Micki McGee as quoted by Genevieve Smith, 2014


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