One of the top questions asked every time I facilitate a workshop on mentoring is, “What is the difference between mentoring and coaching?”
So, let’s take a look at them both.
Coaches develop and enhance abilities in individuals or groups, provide direction, and offer instruction, resources, and guidance on specific skills help an individual grow their capabilities. Coaching focuses on task and performance evaluation based on their observations. Coaches provide their learners goals while continuously measure their performance throughout their pairing.
On the other hand, mentoring has some overlap with coaching, but the difference between the two is CRUCIAL. “A mentor is a more experienced individual willing to share knowledge with someone less experienced in a relationship of mutual trust” (David Clutterbuck, 2019). Mentors, like coaches, provide guidance and support, but focus on the mentee as a whole, rather than on a specific ability or skill. They look at the total person not just the specific skill they are working with. Mentors approach the development their mentees holistically. Mentors consider what drives their mentees and what challenges they might face while achieving their goals.
In addition to providing feedback and lessons on skill development, mentors help their mentees expand their understanding of the “culture” of their organization, help to foster attitudes and core values that will benefit the mentees in life as well as career, and provide opportunities for the mentees to grow through self-discovery through teachable moments.
To be successful as a mentor, one must have and develop:
- Commitment to learning and helping others learn
- Strong listening skills
- Empathy
- Rapport building
- Encouragement, especially helping the mentee to share and open up
- Observation and reflection on mentees’ actions, as well as their own, for growth purposes
- Ability to provide teachable moments
- Self-awareness, self-reflection, and understanding what motivates and challenges others
- Ability to see life experiences as sources of wisdom and knowledge
- Examining the mentee’s perspectives, thinking, and biases
- Understanding of organizational politics
- Willingness to share positive and negative life experiences
- Allowing the mentee to succeed or fail for learning experiences
- Relationship management in addition to the mentee’s goals
Mentors offer their knowledge and expertise on theirs successes, failures, experiences, overcoming challenges, and guidance to their mentees. By utilizing their life experiences, knowledge, and skills, mentors guide their mentees on a path to achieve their goals. Mentors factor in the various elements of their mentees’ lives when observing, assessing, and supporting them in achieving their goals. Mentors empower their mentees to consider unrecognized opportunities as career growth, confidence development, self-reflection, and interpersonal skills improvement. This knowledge and foundation of support comes from the mentors’ own life experiences, beliefs, and values.
Reference:
Clutterbuck, D. (2019, October 4). The Difference Between Mentoring and Coaching. Retrieved January 13, 2020, from sharelookapp.com/blog/the-difference-between-mentoring-and-coaching.
The Wolter Effect 