Mentoring CaseDifferentiate between coaching and mentoring. Provide an example to support how either of the two was used successfully in your current or past work life. Respond to at least two of your peers for this posting.
When I first saw this discussion I was thinking that its going to be easy to understand because I feel that I do this on a daily basis at work.When we coach what we think of. We are teaching someone how do to the job if they are new to it or we are teaching them how they can make their life simpler for the job. Example since I work as an Optometry Tech (Eyes) I have to do a lot of test for the doctor before he/she sees the patient. I ask my fellow airmen, what you can do to make the process quicker for you to make sure you are in and out. So basically I am guiding them how to do their job easily!
Mentoring my troops I look at the large picture for them. I want them to grow inside and outside the military. I would like them to think outside the box. I want them to grow and gain as much experience that they can. For example, my Airmen I know that they came into the Military so they can pay for college. So I ask them what do they want to do when they get out of the Air Force, So I am guiding them on how to pursue their dream job. One of my airmen wants to coach gymnastics, I told him look at the gyms here to see if you can get a part time or job even volunteer to see if it’s something that you want to do. Then go to school and get a degree in sports management/coaching. I am mentoring him how to grow.
Sixty-five members of the military who have had the full support of their country’s president to serve in their field are enlisted in the Army and National Guard, plus a new generation of reservists currently serving a career in the Air Force. The results of this new and expanded program by the Department of Defense, National Guard Department and The Defense Department are important for many service members who have retired in recent decades, particularly women, in order to maintain their homeostasis and to keep up with the demands of their time. Here are the Top 5 trends to consider for future reservists and how to help them navigate their new military career, all as an Army member.
1. Revert to the “American Dream”
The idea that we should keep our military ahead of the rest of the world, while still being able to provide for our citizens, was once considered to be the greatest American hope. By the late 20th century, as the U.S. military became more and more technologically advanced, it was understood that this meant a greater opportunity to join the global economy, expand military-related benefits with technology, and eventually create jobs and grow the middle class. According to this idea, a person could have any degree on a military school but get discouraged, and the military simply accepted these students with little hope of getting them into the ranks. After all, not all individuals with degrees (meaning, those who earned a lot of extra pay in terms of bonuses and benefits) get a promotion. In reality, one need only look at graduate school courses to tell you that people who earn less earn less. This notion is popular in the military because of its inherent inequality. It is also a reason how many men and women in the military actually earn less than their peers. However, what is so important is that everyone is happy to have the opportunity of being part of the military, even though they may be on a bad scholarship. Since the military is a business, it is not going to be easy for an individual to take advantage of the benefits of joining a foreign army.
2. Be more flexible in your options
One of the biggest benefits of a good career is a higher chance of getting a full-time “job”(to be known). It is a good thing when you know who you’re going to be working alongside and what you want to do in your professional life. The best way to ensure this is to change your career by taking action on the part of your employer or on your employer’s social media accounts. Many workplaces have laws that mandate that employers take their employees to the job site (with the aim of reducing the likelihood of an employee being