The Differences Between Coaching & Mentoring: Coaching Is Task Oriented

The Differences Between Coaching & Mentoring
"Mentoring is biased in your favor. Coaching is impartial, focused on improvement in behavior."
Coaching is task oriented. The focus is on concrete issues, such as

managing more effectively, speaking more articulately, and learning how to think strategically. This requires a content expert (coach) who is capable of teaching the coachee how to develop these skills.
Mentoring is relationship oriented. It seeks to provide a safe environment

where the mentoree shares whatever issues affect his or her professional and personal success. Although specific learning goals or competencies may be used as a basis for creating the relationship, its focus goes beyond these areas to include things, such as work/life balance, self-confidence, self-perception, and how the personal influences the professional. Coaching is short term. The coaching lasts for as long as is needed, depending on the purpose of the coaching relationship. Mentoring is always long term Coaching is performance driven The purpose of coaching is to improve the individual's performance on the job. This involves either enhancing current skills or acquiring new skills. Once the coachee successfully acquires the skills, the coach is no longer needed. Mentoring is development driven Its purpose is to develop the individual not only for the current job, but also for the future. This distinction differentiates the role of the immediate manager and that of the mentor. It also reduces the possibility of creating conflict between the employee's manager and the mentor. Coaching does not require design.
Coaching can be conducted almost immediately on any given topic Mentoring requires a design phase n order to determine the strategic purpose for mentoring, the focus areas of the relationship, the specific mentoring models, and the specific components that will guide the relationship, especially the matching process. The coachee's immediate manager is a critical partner in coaching She or he often provides the coach with feedback on areas in which his or her employee is in need of coaching. This coach uses this information to guide the coaching process In mentoring, the immediate manager is indirectly involved. Although she or he may offer suggestions to the employee on how to best use the mentoring experience or may provide a recommendation to the matching committee on what would constitute a good match, the manager has no link to the mentor and they do not communicate at all during the mentoring relationship. This helps maintain the mentoring relationship's integrity. When to consider coaching:
When a company is seeking to develop its employees in specific competencies using performance management tools and involving the immediate manager When a company has a number of talented employees who are not meeting expectations When a company is introducing a new system or program When a company has a small group of individuals (5-8) in need of increased competency in specific areas When a leader or executive needs assistance in acquiring a new skill as an additional responsibility
When to consider mentoring:

When a company is seeking to develop its leaders or talent pool as part of succession planning When a company seeks to develop its diverse employees to remove barriers that hinder their success
When a company seeks to more completely develop its employees in ways that are additional to the acquisition of specific skills/competencies When a company seeks to retain its internal expertise and experience residing in its baby boomer employees for future generations When a company wants to create a workforce that balances the professional and the personal
Provides career guidance and can help with career opportunities act as an advisor and provide suggestions and guidance on
development opportunities, career paths, and leadership strategies. A mentor is generally not paid for services.
A coach focuses specifically on your personal development and learning. observe your performance, analyze your skills, behavior and attitude and provide you with an outside perspective to help you improve your efficiency and effectiveness a coach is most commonly someone who is hired by you or hired through your human resources department for a contracted length of time (usually six months to three years) for a specific fee.
Observe your performance, analyze your skills, behavior and attitude and helps you improve your efficiency and effectiveness
Coaching does not require design The coachee's immediate manager is a critical partner in coaching
For a coach, the task at hand is most important.

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The Differences Between Coaching & Mentoring

"Mentoring is biased in your favor. Coaching is impartial, focused on improvement in behavior."

Coaching is task oriented. The focus is on concrete issues, such as

Mentoring is relationship oriented. It seeks to provide a safe environment

When to consider mentoring:

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