ABSTRACT
Most of the personal barriers to coaching and mentoring are the same as those to achieving. There are four main barriers to coaching and mentoring: personal, organizational, environmental and process. Anyone who believes they have something to lose will present resistance to coaching in proportion to the level of the perceived potential loss. The more petty rules a company has, the more likely the company is staffed by those with high levels of compliance and low levels of initiative. The difficulties in assessing the efficacy of coaching and mentoring systems may present an organizational barrier. It may be claimed by those who oppose coaching that its effects cannot be measured or assessed. The training department should be a resource for managers to use, not a means of abdicating training and coaching responsibilities. The person experiencing the loss starts to test out new ways of living.
