What’s the Difference Between Mentoring and Coaching?

25 April 2014, Singapore: I would like to share this article from one of my LinkedIn forum 'Talent Management'. The article was written by Tessa Hilson-Greener, Interim HRD, Executive Education Consultant

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Mentoring and coaching are not the same. What contributes to the confusion of the difference between the two is that a coach and mentor often perform their work using similar skills sets, such as strong interpersonal and communication skills. 

Effective mentors (as well as effective supervisors, managers, and executives - leaders of all kinds) also use effective coaching skills. Mentors usually reside within the same organization as the person being mentored. Coaches, on the other hand, are more often than not external to the organization, however, there are some internal coaches when the company is forward thinking in developing a culture of self development utilising a coaching philosophy. 

Mentoring is a learning relationship between two people. It requires trust, commitment and emotional engagement. It involves listening, questioning, challenge and support. It has a definite time scale. It is concerned with implications beyond task and It focuses on skills and performance and the agenda is set by learner. 

Some Benefits: 

• Support in transitions 
• Providing a sounding board and feedback 
• Expanded Personal and business network and additional learning resources 
• Experience of another persons career journey, culture, status and gender 
• A safe space to sound out ideas and gain support 
• Access to information about how the organisation works 
• A source of stretch and challenge 
• Can bring individuals closer together by sharing knowledge, skills and experiences so that all parties learn from others to build a new approach 
• Make the most of work-related opportunities to learn from real situations 

Coaching is a structured interaction between two people who are in a trusting and honest relationship. Coaching focuses on capability and potential. The agenda is set by or with the coach It typically addresses short-term needs. Coaching is not training because it is centred on the coachee finding their own answers with a professional guide. Coaching is results-orientated following a process that enables the participants to find constructive solutions in a productive time-frame. Coaching is a practical, confidential and forward looking activity that enables the individuals to explore their ideas with a qualified professional to achieve outstanding results. 

Some Benefits: 

• Learn from those you know and trust 
• Take it at your own pace and form a one-to-one relationship 
• Have input over what and how you learn related to the agenda 
• Develop the skills needed for the present job as well as future jobs 
• Find an outlet to express ideas and concerns and then define clear actions 
• Transfer the learning to new situations in a set time-frame 
• Receive structured development from a trained manager or coach 
• Promote a climate of continuous learning, support and ownership 
• Make the most of work-related opportunities to learn from real situations 
• Reduce time spent away from work while attending courses or workshops 
• Aid the transfer of learning to the work situation 
• Provide cost-effective ways of developing people in a more customized way 
• Ensure high quality management advice and support is consistent 

When to implement mentoring and coaching? They both should be part of an overall learning strategy as both are valuable in encouraging self development and when managed effectively have a valuable impact on performance capability and a positive impact on the overall self development of people.

The End

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