CORPORALS COURSE MAIN EXAMS ANSWERS AND
QUESTIONS SET A+
✔✔Coaching - ✔✔Focuses on competence
Enhances a leader's ability to improve a junior's knowledge and skills
Encourages individuals personally and professionally achieving their full potential
Builds trust through continually enhancing efficiencies and effectiveness of regualr tasks
A continuous process
✔✔Counsleing - ✔✔Focuses on performance
Enhances a leader's ability to improve a junior's performance
Increases individual performance thereby increasing unit readiness and effectiveness
Enhances command climate and strengthens vertical leadership development
Frequency of sessioms vary monthly to semi-annually, rank dependent
✔✔Mentoring - ✔✔Focuses on the whole Marine
Empowers leaders to positively affect the overall development of an individual
Increases personal and professional satisfaction thereby increasing unit cohesiveness
Establishes a covenant between mentor and mentee, both comminting to personal and
professional growth
Enduring long-term relationship
,✔✔Comparison of Counseling and Mentoring - ✔✔The main difference between
counseling and mentoring is the focus. Counseling focuses on the subordinate Marine's
performance, which is a vital key to the unit's ability to meet its mission. Mentoring
focuses on the development of the total Marine and the mentor's role in assisting the
subordinate to reach their full potential, which is a key to developing leaders. Both assist
in a junior's development.
✔✔Comparison of Coaching and Mentoring - ✔✔Mentoring a subordinate can be easily
confused with coaching because one of the functions of a mentor is to coach the
protégé or mentee. However, mentoring is a relationship in which you do more than
coach or train your subordinates to do their job well. Rather, your focus is to share your
experience, wisdom, and tactic knowledge to enable your Marines to progressively take
on tasks beyond those designated in their billet descriptions.
✔✔ROLE OF THE MENTOR - ✔✔In every situation, the mentor's role is to be an open
and available resource. At any one time, a mentor could be a teacher, guide, counselor,
motivator, sponsor, coach, advisor, referral agent, or role model. As you become
involved and experienced as a mentor, you will know what role is appropriate for each
situation. The needs of the Marine you mentor will determine the direction you take to
ensure success. For example, a question may require you to be a teacher to provide the
answer. As this is understood and applied, you may shift into a coaching role to provide
support. Next, you could become an advisor when they have mastered the task and are
looking for greater opportunity.
✔✔ROLE OF THE MENTEE - ✔✔At any given time you are a leader and a follower.
With this in mind, it is equally important to understand your role when being mentored
by those you seek mentorship from.
In a mentoring relationship, a mentee chooses how interactive a mentoring partnership
will be. In other words, the Marine mentee has to determine how much guidance they
will need from a mentor.
✔✔RESPONSIBILITIES OF THE MENTOR - ✔✔Initially, a mentor is generally
responsible for guiding the partnership. A mentor should consider the following:
•Set realistic expectations.
•Maintain contact with your mentee.
•Listen with empathy and provide feedback.
•Provide support and encouragement.
•Foster the relationship.
•Follow through on commitments.
, •Remain alert for development opportunities.
•Share successes and failures.
✔✔RESPONSIBILITIES OF THE MENTEE - ✔✔While a mentee can expect to reap
professional and personal rewards by working with a mentor, mentees need to be active
participants in this relationship. To be an active participant, the mentee should consider
the following:
•Prepare for meetings with your mentor.
•Work to develop targeted skills.
•Remain flexible and listen to all options discussed.
•Seek advice when needed.
•Focus on the goals you desire to achieve.
✔✔CONSIDERATIONS FOR SELECTING A MENTOR - ✔✔Mentors help their
mentees develop personally and professionally by sharing knowledge and experience.
When evaluating a potential mentor, consider leaders that have positively impacted unit
cohesion and foster self-confidence of individuals. Factors to consider are:
•Does the mentor have knowledge and experience mapping professional growth and
future assignments?
•Does the mentor have organizational knowledge and information on career
opportunities?
•Is the mentor professionally capable?
•Is the mentor a good role model?
•Is the mentor an achiever?
•Is the mentor a good teacher, coach, and motivator?
•Is the mentor supportive and respectful?
•Will the mentor be available to meet regularly?
•Do you feel comfortable talking with him or her?
•Will the mentor give you honest feedback about you or your developmental needs?
QUESTIONS SET A+
✔✔Coaching - ✔✔Focuses on competence
Enhances a leader's ability to improve a junior's knowledge and skills
Encourages individuals personally and professionally achieving their full potential
Builds trust through continually enhancing efficiencies and effectiveness of regualr tasks
A continuous process
✔✔Counsleing - ✔✔Focuses on performance
Enhances a leader's ability to improve a junior's performance
Increases individual performance thereby increasing unit readiness and effectiveness
Enhances command climate and strengthens vertical leadership development
Frequency of sessioms vary monthly to semi-annually, rank dependent
✔✔Mentoring - ✔✔Focuses on the whole Marine
Empowers leaders to positively affect the overall development of an individual
Increases personal and professional satisfaction thereby increasing unit cohesiveness
Establishes a covenant between mentor and mentee, both comminting to personal and
professional growth
Enduring long-term relationship
,✔✔Comparison of Counseling and Mentoring - ✔✔The main difference between
counseling and mentoring is the focus. Counseling focuses on the subordinate Marine's
performance, which is a vital key to the unit's ability to meet its mission. Mentoring
focuses on the development of the total Marine and the mentor's role in assisting the
subordinate to reach their full potential, which is a key to developing leaders. Both assist
in a junior's development.
✔✔Comparison of Coaching and Mentoring - ✔✔Mentoring a subordinate can be easily
confused with coaching because one of the functions of a mentor is to coach the
protégé or mentee. However, mentoring is a relationship in which you do more than
coach or train your subordinates to do their job well. Rather, your focus is to share your
experience, wisdom, and tactic knowledge to enable your Marines to progressively take
on tasks beyond those designated in their billet descriptions.
✔✔ROLE OF THE MENTOR - ✔✔In every situation, the mentor's role is to be an open
and available resource. At any one time, a mentor could be a teacher, guide, counselor,
motivator, sponsor, coach, advisor, referral agent, or role model. As you become
involved and experienced as a mentor, you will know what role is appropriate for each
situation. The needs of the Marine you mentor will determine the direction you take to
ensure success. For example, a question may require you to be a teacher to provide the
answer. As this is understood and applied, you may shift into a coaching role to provide
support. Next, you could become an advisor when they have mastered the task and are
looking for greater opportunity.
✔✔ROLE OF THE MENTEE - ✔✔At any given time you are a leader and a follower.
With this in mind, it is equally important to understand your role when being mentored
by those you seek mentorship from.
In a mentoring relationship, a mentee chooses how interactive a mentoring partnership
will be. In other words, the Marine mentee has to determine how much guidance they
will need from a mentor.
✔✔RESPONSIBILITIES OF THE MENTOR - ✔✔Initially, a mentor is generally
responsible for guiding the partnership. A mentor should consider the following:
•Set realistic expectations.
•Maintain contact with your mentee.
•Listen with empathy and provide feedback.
•Provide support and encouragement.
•Foster the relationship.
•Follow through on commitments.
, •Remain alert for development opportunities.
•Share successes and failures.
✔✔RESPONSIBILITIES OF THE MENTEE - ✔✔While a mentee can expect to reap
professional and personal rewards by working with a mentor, mentees need to be active
participants in this relationship. To be an active participant, the mentee should consider
the following:
•Prepare for meetings with your mentor.
•Work to develop targeted skills.
•Remain flexible and listen to all options discussed.
•Seek advice when needed.
•Focus on the goals you desire to achieve.
✔✔CONSIDERATIONS FOR SELECTING A MENTOR - ✔✔Mentors help their
mentees develop personally and professionally by sharing knowledge and experience.
When evaluating a potential mentor, consider leaders that have positively impacted unit
cohesion and foster self-confidence of individuals. Factors to consider are:
•Does the mentor have knowledge and experience mapping professional growth and
future assignments?
•Does the mentor have organizational knowledge and information on career
opportunities?
•Is the mentor professionally capable?
•Is the mentor a good role model?
•Is the mentor an achiever?
•Is the mentor a good teacher, coach, and motivator?
•Is the mentor supportive and respectful?
•Will the mentor be available to meet regularly?
•Do you feel comfortable talking with him or her?
•Will the mentor give you honest feedback about you or your developmental needs?
