Do you find yourself using the words "coach" and "mentor" interchangeably? Are you not very sure what the difference is between a "mentor" or a "coach"?
We often find that the people and organisations we work with use the two words interchangeably. What also frequently happens is that organisations set up coaching programmes or mentoring networks but the definition of what they are supposed to be doing is usually a confused mix of both coaching AND mentoring. We too get confused sometimes! So to try and clarify the situation we have had a go at defining the difference as we see it. Do let us know if what we have written resonates with you or if you disagree or would like to change/add anything.
Differences between mentoring and coaching - the SKAI version
Coaching is not mentoring, and vice versa, although it is true to say there are some crossover activities. Someone who is a good coach may not be a good mentor, and vice versa. It takes different skills, different approaches and different background, training and experience for each. It goes without saying, that both require absolute trust and confidentiality. Whilst for both you also need to feel comfortable with the person, it is probably more important that you feel affinity with the mentor, than with a coach. In actual fact it's often of benefit to have a coach who is distinctly different to you - whilst there isn't much point trying to emulate a mentor who doesn't appeal! In short - if you want a "wise old sage" type who has skills, qualities or experience that you want for yourself, then a mentor is what you need. If on the other hand you want someone who is skilled in techniques that ensure you refine your own performance and ideas, then a coach will provide this.
Some mentoring activities and benefits:
• Sounding board - someone outside the organisation you can talk your ideas through with; it's often lonely at the top
• Giving advice from own prior experience - someone who has been in a similar situation before, and who can share their tactics with you; gives fresh ideas that have been road tested
• Inspirational role model - being with someone who has qualities and attributes you aspire to have; helps you keep going, as you can feel the benefits of what it's like to be on the receiving end of such qualities, and provides personal support
• Devil's advocate - someone objective who will challenge your ideas to make sure they hold water; stops you thinking you are always right
• Teaching - someone who can share different ways of doing things, so you gain new skills - "do it like this".
Coaching activities and benefits:
• Facilitation and problem solving - provides clever structures to enable you to review work issues quickly and thoroughly to resolution
• Enabling insights into fixed-pattern behaviours and motivations - unlocks new tactics, shuts down bad ones that are not serving you; creates new energy and passion for the chosen goal, as well as better quality action planning
• Creating vision, mission and objectives - being absolutely clear where you want to go, and how you will get there, in order to create quality plans and actions
• Providing perspective and feedback - getting an outside, expert view on how you are doing
• Delivering techniques and learning - providing inputs for new ways of doing things, and ensuring these new skills are practically embedded in ways that resolve the immediate problems, particularly in the fields of stakeholders and key relationships.
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