Mentoring vs. Coaching
Basis |
Mentoring |
Coaching |
---|---|---|
Purpose |
Personal and professional development through guidance and advice. |
Performance improvement and skill development through structured support. |
Relationship |
Long-term, often informal relationship based on trust and mutual respect. |
Short-term, formal relationship focused on achieving specific goals. |
Focus |
Overall career and personal growth, including long-term goals and development. |
Specific skills, performance enhancement, and achieving particular objectives. |
Approach |
Developmental and holistic, addressing broader aspects of personal and professional life. |
Directive and goal-oriented, with a clear focus on improving specific areas. |
Expertise |
Mentor shares personal experiences, knowledge, and wisdom. |
Coach uses techniques and tools to facilitate self-discovery and problem-solving. |
Role |
Acts as a role model, advisor, and guide. Provides insights and advice based on experience. |
Acts as a facilitator, asking questions and providing feedback to help the coachee find solutions. |
Training |
May not require formal training, relies on personal experience and knowledge. |
Often requires formal training and certification in coaching techniques. |
Interaction |
Informal, can include meetings, emails, and casual conversations. |
Formal, structured sessions with specific agendas and timeframes |
Responsibility |
Mentee-driven, with the mentee seeking advice and guidance. |
Coachee-driven, with the coachee taking active steps towards goals set during coaching sessions. |