Business managers and instructors are central players in helping employees improve. Two of the methods that encourage growth the most are coaching and mentoring. But how do you decide which approach is the most appropriate?
Knowing the key qualities and differences between these two — coaching vs. mentoring — can help clarify which is best for each individual.
Misconceptions About Coaching vs Mentoring
Many people mistake coaching and mentoring methods to be interchangeable. People sometimes also expect that a coaching relationship will naturally flow into a mentorship if the relationship is good. While this is true for some relationships, those are the exception rather than the rule.
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Coaching happens over a limited period and targets specific skills. However, mentorships can last months, years, or even decades and address the nuanced trajectory of an employee’s career rather than just one skill set. Both focus on growth but in different ways. The results may differ, though some tools will be similar.
Another misconception is that coaches or mentors act as work-related therapists for their clients or mentees. While a good mentor or coach pays attention to how the person they are helping is feeling, their primary focus is not the emotional well-being of their clients. Coaches and mentors focus on skill and career growth, respectively, and being attuned to emotional well-being is part of the role, but not the primary focus.
The Key Differences Between Coaching and Mentoring
Now that we have covered what coaches and mentors do not do, let’s explore what they actually do.
What Does a Coach Do?
A coach is a subject matter expert deployed to help employees improve their skill sets over a defined period with hands-on involvement.
Coach and Client Relationship
A coaching relationship is inherently structured and time-limited, tailored to specific client outcomes. Developing trust and understanding is necessary for the process, and the coach must communicate clearly to help the client discover deficiencies and develop solutions.
- A coach supports clients in specific areas and helps prioritize areas needing improvement.
- A coach will help clients understand the gaps between where they are and where they want to be and the skills and mindset they need to achieve their goals.
- They break down the end goal into a series of steps.
- They help keep the process clear along the way.
Benefits of a Coach
Coaches offer targeted and straightforward help for employees to increase their skills quicker and more effectively than they could alone.
What Does a Mentor Do?
A mentor helps their mentees develop personally and professionally. This includes building emotional skills, growing confidence, improving communication, and more.
Mentor and Mentee Relationship
A mentorship is a long-term relationship that can span years or even decades. Mentorships are generally voluntary, and the mentor benefits from a growing professional network as they nurture young, new talent. These relationships require the mentee to reach out for regular help and communication, as experienced mentors frequently have more than one mentee at different degrees and stages in their careers.
- The primary goal of the mentor is to guide, advise, and support the growth of the person they are mentoring.
- A mentor brings a deep personal understanding of the field.
- Their firsthand experience helps mentees clarify their challenges and goals.
- They help their mentees chart a course according to their existing talents and to establish new skills.
Benefits of a Mentor
A good mentorship increases confidence in the mentee, develops norms of professional communication and leadership, and exposes them to new perspectives. A good mentor also inspires their mentees to grow to their full potential.
How to Benefit the Most From a Coach or Mentor Relationship
Several essential behaviors help employees benefit most from a coach or mentor relationship:
- Setting clear goals. Before a coaching or mentoring relationship begins, it is wise for the client or mentee to take time to identify specific objectives they want to achieve. This clarity will help guide the sessions and give both parties a clear direction. The coach or mentor can help formulate actionable goals.
- Openness to feedback. Receiving constructive criticism is key to growth, even when it’s challenging to hear. Clients and mentees benefit when they are willing to listen actively and reflect on areas for improvement to get the most out of the experience.
- Ownership of progress. While a coach or mentor provides guidance, the responsibility for progress belongs to the client or mentee. To fully benefit from the process, they should commit to taking action on the advice given and regularly evaluate their development.
- Transparent communication. Open, honest communication is essential for a productive relationship. Freely shared thoughts, challenges, and concerns enable the coach or mentor to provide relevant support and insight.
- Self-awareness and vulnerability. Humility is equally important for the client or mentee. A humble approach enables open discussion about their strengths, weaknesses, and growth goals.
- Mutual respect. Respect in both directions is crucial, driven by a mutual desire for client or mentee growth and improvement in skills and knowledge.
The healthiest and most productive coaching or mentorship relationships are strategic and action-oriented. The client or mentee can be prepared for an intentional growth relationship with expectations in place.
Becoming an Effective Coach or Mentor
Before pursuing the path of coaching or mentoring someone professionally, you need to develop or strengthen the following skills:
- Leadership skills help you understand what it takes to guide another person toward a specific goal or task.
- Clear communication around the scope of your work with your client or mentee will enable you to help them more effectively.
- Showing genuine interest in your client or mentee by listening well, demonstrating patient understanding, and consistent encouragement toward goals will help them trust you and want to grow.
- Maintain humility in your position of authority. Remain a learner, and adopt a posture of kindness while challenging them to grow.
- Endeavor not to micromanage or control your client’s results.
- Finally, patience is key. You cannot rush growth.
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