COACHING AND MENTORING: WHAT’S THE DIFFERENCE?

The terms “coaching” and “mentoring” are often used almost inter-changeably.  They are actually quite different in their intent and focus.  The chart below indicates there are some significant similarities and striking differences for both roles to succeed.

5 Similarities	5 Differences
ACTIVE LISTENING Coaching and mentoring: ·         best done by individuals who can actively or attentively listen ·         critical common skill o   hear what is being said o   read between the lines o   interpret feedback	TASK VERSUS RELATIONSHIP FOCUSED Coaching: ·         generally task or project oriented ·         focus on communication ability, developing financial acumen or improving presentation skills Mentoring: ·         relationship-centered ·         focus on issues such as self-confidence, work/life balance, and dealing with the organizational culture
EXTERNAL EXPERIENCE/KNOWLEDGE Coaching and mentoring: ·         an external and experienced person to whom a coachee or mentoree can talk about workplace issues ·         has special skills or knowledge and regularly meets with the coachee or mentoree to discuss any issues raised	SHORTER VERSUS LONGER-TERM Coaching: ·         typically short term Mentoring: ·         requires time in which both individuals in the relationship can learn about one another and build a climate of mutual trust and appreciation
CAREER PROGRESS FOCUS Coaching and mentoring: ·         concerned with career enhancement or progress ·         take careful account of coachee and mentoree input ·         provide advice and guidance on what might enhance career progress	PERFORMANCE VERSUS DEVELOPMENT DRIVEN Coaching: ·         performance driven ·         to improve the individual’s overall job or task performance ·         involves either enhancing current skills or acquiring new ones Mentoring: ·         development driven ·         to develop the individual for the current job, and also for the future
BUILDING A TRUSTING RELATIONSHIP Coaching and mentoring: ·         concerned with establishing a solid, safe and trusting relationship ·         information can be exchanged openly and honestly	UNPLANNED/IMMEDIATE VERSUS PLANNED AND LONG-TERM Coaching: ·         needs minimal preparation or set-up time ·         can be conducted almost immediately on any given topic Mentoring: ·         requires the process to be carefully designed so that it can successfully match individuals to one another and set the right agenda for the relationship(s) to work
INDIVIDUAL SUCCESS IN THE ORGANIZATION ORIENTATION Coaching and mentoring: ·         concerned with the overall contribution that the coachee or mentoree makes to the organization as a whole ·         focus on what it takes to succeed in the climate	BOSS INVOLVED VERSUS BOSS DELIBERATELY BY-PASSED Coaching: ·         typically a critical partner in coaching ·         providing early input on expectations and feedback Mentoring: ·         may or may not be involved ·         mentor/mentee relationship is usually separate and private

 

Coaching is best considered when:

• seeking to develop individuals in specific competencies or skills
• to specifically improve performance
• want to give individuals new ideas or perspectives
• a number of individuals falling short of standards or expectations
• introducing large-scale change a new system or program
• new skills are needed by individuals
• a leader needs particular assistance in developing a skill further

 

Mentoring is best considered when:

• seeking to develop its leaders or a group of talented or high potential people as part of succession planning
• seeking to develop particular individuals to remove any “hurdles or obstacles which may hinder their success
• seeking to more develop individuals in ways that are additional to the acquisition of specific skills/competencies
• “watching” an individual over time to help them more quickly aspire to higher career levels
• seeking to retain internal expertise and experience by giving a person access to a senior level person to whom they can talk and deal with any frustrations/other issues

Some overlaps between coaching and mentoring existed, but they are not the same.  A mentor has a personal interest and relationship with the person being mentored.  He or she is usually a senior colleague who regularly checks in with an individual and takes a general interest in their long-term development.  A coach typically develops specific skills, deals with particular challenges that an individual is facing.  He or she helps individuals to perform in better ways in pre-identified areas.

 

Shared from:

http://blog.readytomanage.com/business-coaching-training/

Coaching and Mentoring: What’s the Difference?

November 22, 2012 by Dr. Jon Warner