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The Scope

July 19th, 2013
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86). From posed before it is concluded, the scope of mentoring is extensively larger than coaching, which is, Yes, a subgroup of the mentoring. Below is a picture overview with the main differences between Mentoring and Coaching. Main differences between Coaching and Mentoring. Main coaching objectives support and guide the growth of the protected. The main functions is to listen, provide a model to follow and make suggestions and connections. Attention immediate challenges and learning opportunities.

Mentoring main objective correct inappropriate behavior, improve performance and impart skills that the employee needs to accept new responsibilities. Functions include instructions on what needs to be done followed by Feedback. Long-term career development care. Appreciative evaluation as an appreciative assessment Coaching model is a relatively new coaching model. It is based in that Coaching should focus more on the strengths, resources, skills and opportunities for the individual who on the problem, stressing the capacity of the coachee reflect the same and resolve its own conflict situations. The coach guides you and helps to make it capable of accepting, deepen, restructure and resolve the paradoxes facing them. Importance of the Feedback in the Coaching.

Various authors, among them Smart (2003), Zeus and Skiffington (2002) and Dilts (2004), among others; they coincide in defining Feedback as what we do when we give our opinion or evaluation of the behavior or performance of someone. It is any communication that provides information to another person to close to our perception of them and how it affects us his conduct. The ability to facilitate constructive Feedback is critical to the success of any intervention of coaching and is one of the most important functions that must play the coach or Director with his coachee or subordinate. Giving and receiving Feedback is essential to ensure the fulfillment of the objectives of individuals and the organization. Namely, there are two types of Feedback that potential coaching, these are the negative and positive Feedback. The first identifies concrete actions which have merit, affirms and reinforces the work well done that helps people to learn from it. Feedback is a form of recognition that motivates people. Critical, or negative Feedback on the contrary says details and lays the Foundation to discuss and improve. This may induce individuals to fight with more forces to enhance and improve its performance. On the other hand, given that coaching is a two-way activity, it is important to be as prepared for giving and receiving Feedback. CONCLUSIONS. 1.-The coaching is unrelated to other professions, however there are marked differences. These professions include consulting, therapy and mentoring. 2 Between the Coaching model is appreciative assessment, which emphasizes that learning cannot be in the absence of a reaffirmation and strengthening of strengths and achievements of the individual. Accordingly the coachee is guided and aided by the coach to make it capable of accepting, deepen, restructure and resolve the paradoxes facing them. Highlighting the importance that in this process, the coach also learns. 3 Within the process of coaching, Feedback becomes a powerful tool of double track to go to evaluate and to reinforce those behaviors to improve as an individual and to improve job performance. Thanks for reading this article. Contact: if you want to cite it, do so as follows: Martinez, M. V. Iraima (2009). Processes in group dynamics. Toxic and nutritional. Article online. Available in:. Check out (year, month day). Original author and source of the article.

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The Emperor

July 14th, 2013
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One of them tells that once having been asleep while meditating, was so furious with himself that was cut the eyelids, which gave rise to the first tea plant to fall to the ground. Since then tea has the zen monks provided protection against sleep, facilitating mental clarity. Bodhidharrna came to India around the year 520 from France, and continued journey until the Court of the Emperor Wu de Liang, enthusiastic protector of Buddhism. The Emperor told him all that had been done to promote the practice of Buddhism, the construction of temples, monks etc. protection and asked him what merit had won with it, according to the conception that the gradual accumulation of good deeds that lead to circumstances each time better in future lives and the accumulation of merits. But Bodhidharma replied: absolutely no merit! This undermined the idea that the Emperor had Buddhism to the point that asked: what, then, is the first principle of sacred doctrine? Bodhidharma replied: everything is empty; There is nothing sacred. Then asked the Emperor: and who are you to be here before us? Bodhidharma replied: I don’t know.

After this interview, Bodhidharma retired to a monastery on Wei, where it is said that he spent nine years in a cavern, looking at the wall. Suzuki argues that this should not be taken literally, but rather symbolic level alluding to the interior State of Bodhidharma, who managed to exclude from your mind all thoughts that held him to the sensory world. Thus remained Bodhidharma until monk Shen-kuang, then named Hui-k approached him or that would become the successor of Bodhidharma. Hui-k or he asked Bodhidharma and again she instructed him, but was always rejected. However, he continued sitting meditating outside the cave, waiting patiently in the snow hoping that Bodhidharma finally give. Desperate, the end is cut a finger (according to other versions an arm) and submitted it to Bodhidharma as evidence of his sincerity.

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