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Mentoring and Coaching in the Same Breath

Author: ; Published: Jun 8, 2011; Category: Mentoring; Tags: , , , ; No Comments»

We increasingly receive inquiries concerning our “mentoring and coaching” training. When such an inquiry is received, our first task is to clarify whether we are talking about “mentoring,” “coaching,” or both. Increasingly, clients are interested in both.

The terms mentoring and coaching are used by many as if they are interchangeable. Strictly speaking, they are not interchangeable. They are similar but different. Mentoring focuses primarily on the development of the individual, with secondary benefits for the organization. Coaching focuses primarily on the needs of the organization to ensure that an employee can perform tasks at an acceptable level of competency, with secondary benefits for the individual. As a matter of proper style and approach, mentors ask a lot of questions which require the mentee to think and learn. At the risk of over-generalization, coaches tend to be more prescriptive and directive in their approach than mentors.

That said, our mentoring training emphasizes that coaching is frequently an essential part of mentoring. What’s more, clients increasingly want a mix of mentoring and coaching so that the organization both ensures skills transfer and development between the mentor and the mentee as well as nurturing career futuring and robust employee self-development.

Figuring out the relative level of emphasis is essential to ensuring successful “Mentoring,” “Coaching,” or “Mentoring & Coaching” efforts in your organization. Clarify your terms, specify your goals, and you can design and launch a program that gets the most people on board with what you are seeking to do and how you are going about doing it. If concepts and intentions remain vague, you run the risk of ending up with a program that nobody likes

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