Coaching Vs. Mentoring

Coaching vs mentoring is one of the most important and overlooked issues in the business world. At first glance, these two concepts seem self-explanatory and they seem to mean roughly the same thing. But while coaching and mentoring have some important similarities, they also have important differences. If you’re going to be giving either coaching or mentorship to one of your employees—or if you’re going to receive it from a boss or colleague—it’s crucial to know the difference. That way you can know what to expect, and you can know what to give to the relationship.

In this article, we’ll walk you through the definitions of coaching and mentoring, and we’ll explore the similarities and differences. From there, we’ll look at some examples of coaching vs. mentoring, so you can understand them better.

What Is Coaching vs. Mentoring?

First, the obvious question: what is coaching vs. mentoring? Let’s start by looking at the coach vs mentor definitions in turn, and then we’ll examine the ways they differ.

Coaching describes the process of one individual (the coach) supporting an individual or group (the coachee/s) in their efforts to accomplish certain goals and/or develop certain skills. The coaching process is collaborative and structured. The coach offers feedback and guidance and asks questions, all of which are designed to help the coachee/s improve their performance, meet challenges, deepen their skill set & understanding, and unlock their full potential.

Mentoring is a relationship between two different individuals with different levels of experience. The one with the greater experience and expertise (the mentor) provides guidance and support by sharing knowledge, experiences, and insights. A mentorship relationship helps a mentee develop not only professionally but also personally. Mentorship relationships are often informal, and they can happen between individuals in the same organization or between two individuals who aren’t professionally affiliated at all.

Coach vs. Mentor Difference

Okay, now that we’ve looked at the definitions of the two terms, let’s drill down on the coach vs mentor difference. There are four main dimensions in which coaching and mentoring differ: purpose, structure, expertise, and duration. We’re going to look at each of these in turn.

Purpose: Coaching is generally a very practical and specific process. The coach attempts to support the coachee in the latter’s quest to achieve specific goals and develop specific skills. A mentor relationship is not so well defined, and often involves support for many varying dimensions of the mentee’s professional and personal lives. Mentorship is more about supporting the mentee’s holistic development. Mentorship doesn’t begin and end with specific challenges, but rather encompasses a variety of different challenges that arise over the course of the relationship. Many of the other differences proceed from this difference in purpose.

Structure: Coaching generally follows a much more formalized and organized process than mentorship. Coaching generally includes clearly defined goals and timetables. Mentorship relationships are usually less formal. Mentors are not always defined or named. Sometimes people find themselves in a mentorship relationship only after it’s begun. The process of mentorship is generally less specific and structured, and it evolves naturally and flexibly over time as conditions change.

Expertise: Coaches and mentors also have different relationships to expertise. The coach is chosen not only because they are an expert within a particular subject area or discipline, but also because they have expertise at the process of coaching itself. Mentors, on the other hand, usually have a more general arsenal of expertise and wisdom about a specific field or industry, or even about life and business more generally.

Duration: Because coaching relationships are usually tied to specific goals and skills, they are often much more short-lived than mentor relationships. Mentor relationships often unfold over several years. They encompass many different challenges that arise, which aren’t always foreseeable.

Coaching vs. Mentoring Examples

Okay, now that you’ve learned about the theoretical differences between coaching vs mentoring, let’s look at some coaching vs mentoring examples. This will help us to see some of their unique qualities in action, allowing you to better understand each of them separately and in relation to one another.

Executive Coaching

One of the most important elements of a successful business is having senior leadership with the necessary skills to lead the company effectively. Many companies provide—or executives may even seek separately—executive coaches to help leaders improve their leadership skills, enhance their overall performance, and sharpen their decision-making. Such coaches can help executives identify strengths and weaknesses, set strategic goals, and develop plans of action in order to achieve specific outcomes. Such coaches may also provide feedback, support, and accountability.

Career Coaching

When people are transitioning to a new role, or exploring potential new options, they often work with a career coach. A career coach will help an individual determine their specific aspirations, identify strengths to draw on and weaknesses to improve, and develop plans for achieving their short- and long-term career goals. Some specific tasks a career coach may help with include upskilling, resume writing, interview prep, networking, and the job search itself.

Entrepreneurial Mentoring

Starting and/or leading a new enterprise involves many challenges, both personal and professional. Aspiring entrepreneurs often seek or are paired with entrepreneurial mentors, who typically have the experience and expertise necessary to guide the mentees through those challenges. Mentors draw from their own experiences to offer advice and help mentees navigate a variety of challenges, from the granular to the big-picture.

Diversity Mentoring

One highly important form of mentorship involves supporting individuals from underrepresented groups as they attempt to navigate the challenges of unfamiliar and not always hospitable workplaces. Diversity mentors serve a role model function while also providing allyship and advocacy. Additionally, such mentors help mentees handle workplace dynamics, which may include bias and discrimination, in order to support mentees’ quests to leverage their unique talents. Diversity mentors may also help guide mentees in their personal lives in ways that support them through their professional and personal challenges.

Conclusion

Mentorship and coaching are both potentially highly beneficial relationships that can support individuals and teams. But it’s important to remember the differences in coaching vs mentoring. If you’re looking for help developing specific skills and achieving specific goals, you may want to seek a coach. Conversely, if you crave more general personal and professional support over a longer time horizon, you may benefit from a mentor.

 

Additional Resources:

• Top 6 Leadership Skills for Managers
• Emotional Intelligence in Business
• Consulting Resume: Complete Guide