Mentoring and coaching, continued

Differences between mentoring and coaching:

Mentoring - 

Mentoring is an indefinite, relationship based activity with several specific but wide ranging goals. It does not have to be a formal process. The mentor is a facilitator who works with either an individual or a group of people over an extended time period. The agenda is open and continues to evolve over the longer term. Mentoring seeks to build wisdom – the ability to apply skills, knowledge and experience to new situations and processes.

Coaching - 

The focus is on meeting very specific objectives within a set period of time. Coaching is mainly concerned with performance and the development of certain skills.

It usually takes place on a one-to-one basis and has a very specific purpose. There is usually a planned programme with a much shorter time frame than in mentoring, so the learning goals are usually determined in advance.

Mentoring and coaching can be ‘stand alone’ activities, but they can also be used to complement each other.

Parallels between mentoring and coaching

Both mentoring and coaching take place independently of line managers – they are open, honest relationships between the mentor or coach and their protégé. A mentor or coach is an ‘accountability partner’ who works in their protégé’s best interests. He or she will bring a new approach to either a specific skill or an entire career.

Neither mentoring nor coaching is about teaching, instruction or telling somebody what to do. The role of mentors and coaches is to ask their protégé the right questions to promote greater self-awareness and more informed decision making. The role of mentors and coaches is not to solve problems, but to question how the best solutions might be found.

The mentoring or coaching process evolves over time. The aims are not inflexible, but may change as the protégé reaches the set goals and learns new behaviour. The process continues until everybody is satisfied that the objectives have been achieved.