These days Coaching and mentoring are advocated as some of the most important strategic human resource development tools. But it appears, these two terms are often used interchangeably? How will you distinguish between the two terms?
I think coaching precedes mentoring
Where the coach teaches the trainees on a certain group of skills and then follow the the trainee apply these skills in action
Therefore, the first way to distinguish between coaching and mentoring is the time and eschatology.
Often, the theoretically clear separation is not followed in practice. Coaching should not include making suggestions for solutions but be solely focused on reframing and findings better answers to self set questions whereas someone offering mentoring could offer help, hand holding and even suggest solutions to consider. In practice, mentoring is often mixed with coaching,
Try this link with some useful differentiations by task and time period. http://www.management-mentors.com/resources/coaching-mentoring-differences
Dear Debi,
As I see it you are mainly concerned with the difference between coaching and mentoring.
The difference between coaching and mentoring isn’t clear-cut and straightforward since there is often much confusion of definitions between practitioners. A mentor may draw on a number of approaches: teaching, coaching, and counseling. Indeed, it can be argued that these areas often occupy the same developmental space. Nonetheless, one significant difference between mentoring and coaching is the relationship forged between two people.
The focus of coaching is usually task and performance. Consequently, coaching usually happens at the workplace. The coach is likely to set or suggest goals for the learner; measuring performance periodically as the learner develops new skills. This needs a good working relationship between learner and coach. In contradistinction, a mentor is a more experienced individual willing to share knowledge with someone less experienced in a relationship of mutual trust.
Mentoring is a partnership between two people and emphasises a mutuality of learning. However, mentoring is sometimes confused with coaching, teaching, or counselling.
A mentor is a more experienced individual willing to share knowledge with someone less experienced in a relationship of mutual trust. Mentoring is a partnership between two people and emphasises a mutuality of learning. However, mentoring is sometimes confused with coaching, teaching, or counselling.
The role of the mentor is to build capability. The developmental mentor helps the learner discover their own wisdom by encouraging them to work towards career goals or develop self-reliance. The mentoring relationship is off-line — that is, the mentor does not have authority over the mentee — and centres on the learner’s personal goals. Because the relationship is mutually beneficial strong bonds are often forged. And these may outlast the lifetime of the mentoring relationship. Mentoring involves primarily listening with empathy, sharing experience (usually mutually), professional friendship, developing insight through reflection, being a sounding board, encouraging. Good mentors provide the learner with the right kind of help and support. What’s more, experienced mentors adapt to the needs of the learner. As a result both mentor and mentee learn from one other and help each other’s development.
Finally, the mentor will keep the relationship off-line. What is said between mentor and learner is confidential and never shared with others except in very special circumstances. To sum up, recap, the difference between coaching and mentoring is largely about focus — performance vis-à-vis building capability — and goal setting. In mentoring the learner sets their own goals. Whereas the coach usually sets goals for the learner.
Now, that we have an understanding of the difference between coaching and mentoring let’s look at the attributes of a good mentor.
What makes a good mentor? It is generally accepted that a successful mentor
1. is committed to learning and helping others learn,
2. is a good listener,
3. displays empathy,
4. builds rapport,
5. encourages the learner to speak,
6. observes and reflects,
7. provides constructive challenge,
8. is self-aware and understands others,
9. has intuitive wisdom from life experience,
10. helps the learner reshape their thinking,
11. is politically or professionally savvy,
12. shares experiences,
13. steps back from the detail,
14. manages the relationship and not the goals, and
15. offers friendship.
Best regards, Orlando
Dear Prof. Saini!
You raised a relevant case to consider. I coach children with disabilities in a football team. Coaching is performance oriented task, a coach wants to team to win. Mentoring is more personal and is not inspired by competing with a team. Still I claim especially in the case of children with disabilities one must also become a mentor since the goal is not that much about competing with each other but rather improving the ability of these children to socialize and survive in life in general. I found the following resources:
1) Sage Accounts Solutions Limited (2021). What is the differnce between a mentor and a coach? 9 March 2021, Free access: https://sageaccountssolutions.co.uk/2021/03/09/whats-the-difference-between-a-mentor-and-a-coach/
2) Donald F. Kuratko et al. (2021). Insights on the mentorship and coachability of entrepreneurs, Business Horizons, Volume 64, Issue 2, March–April 2021, Pages 199-209, Available at: Article Insights on the mentorship and coachability of entrepreneurs
3) Paul Stokes et al. (2020). “Two sides of the same coin?” Coaching and mentoring and the agentic role of context, ANNALS OF THE NEW YORK ACADEMY OF SCIENCES, Special Issue: Mentoring: Theoretical Background, Empirical Findings, and Practical Applications, Ann. N.Y. Acad. Sci. ISSN 0077-8923, Free access: Article “Two sides of the same coin?” Coaching and mentoring and the...
Yours sincerely, Bulcsu Szekely
Mentors can be more 'directive' and provide specific advice where appropriate - a coach would not offer their own advice or opinion, but help the individual find their own solution. A coach will assist, challenge and encourage rather than direct, advise or teach.
I quite like this:
'The Definitions of Coaching and Mentoring
A mentor is someone who shares their knowledge, skills and/or experience, to help another to develop and grow. A coach is someone who provides guidance to a client on their goals and helps them reach their full potential.'
Ref: https://www.pushfar.com/article/mentoring-vs-coaching-the-key-differences-and-benefits/
A mentor is someone who shares their knowledge, skills and/or experience, to help another to develop and grow. A coach is someone who provides guidance to a client on their goals and helps them reach their full potential.
Most of the (cricket) coaches I ever had concentrate on a method or technique - and how I should improve on it - eg to improve my on-drive. As a result, they hope that I will improve my on-drive and score more runs and it is good for their team and/or winning record that season. In most cases, the relationship finishes at the end of the season.
By contrast, a mentor often takes an interest in how I play in general (rather than a specific shot or technique) and how I struggle with mental intimidation by the opposition during my innings. The mentor often takes an interest in my development even after the season finishes and I am not part of the team they coach. They call me or text me and ask how I am going with mental intimidation by opposition at the most recent game - which might actually be a few years after I have changed to another team. They are not concerned about my on-drive at all.
So, I have extended the cricket analogy to say what Mary C R Wilson and Maria-Jesus Blanco have said much more concisely! I must say it also applies to my professional domain as well - the mentor who is long retired but keeps track of my publications record and my day-to-day struggles and progress in my work (or lack of!)
Coaching is more performance driven, designed to improve the professional's on-the-job performance. Mentoring is more development driven, looking not just at the professional's current job function but beyond, taking a more holistic approach to career development.