http://www.ucl.ac.uk/hr/od/coaching/differences.php
Coaches need not have first-hand experience of the coachee's line of work. The coach can be an independent external professional with expertise in coaching, or a qualified UCL internal coach.
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Mentoring is customarily a planned pairing of a more skilled or experienced person (usually in the same field of work) with a less experienced person.
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Line managers can use coaching techniques successfully in the management and development of team members.
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Ideally mentors have no line management relationship to the mentee.
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Coaches will ask 'powerful' questions and not offer or give advice..
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Mentors will often provide direction and advice and should 'open organisational doors' for mentees.
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A number of both internal and external coaches are available with a variety of backgrounds and expertise and the services they provide tie in with the organisation’s objectives.
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Mentors can provide a neutral 'sounding board', assure total confidentiality, and have no agenda other than assisting their mentees in their development and to reach their goals.
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Effective coaching is intended to help you to learn rather than by “teaching” you. By engaging with an experienced coach, the coachee will develop insights leading to enhanced effectiveness.
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Mentoring involves helping mentees to develop their career, skills and expertise often drawing upon the experiences of the mentor in the process.
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Coaching
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Mentoring
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Relationship
generally has a set duration
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Ongoing
relationship that can last for a long period of time
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Generally
more structured in nature and meetings are scheduled on a regular basis
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Can
be more informal and meetings can take place as and when the mentee needs
some advice, guidance or support
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Short-term
(sometimes time-bounded) and focused on specific development
areas/issues
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More
long-term and takes a broader view of the person
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Coaching
is generally not performed on the basis that the coach needs to have
direct experience of their client’s formal occupational role, unless the coaching
is specific and skills-focused
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Mentor
is usually more experienced and qualified than the ‘mentee’. Often a senior
person in the organisation who can pass on knowledge, experience and open
doors to otherwise out-of-reach opportunities
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Focus
is generally on development/issues at work
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Focus
is on career and personal development
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The
agenda is focused on achieving specific, immediate goals
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Agenda
is set by the mentee, with the mentor providing support and guidance to
prepare them for future roles
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Coaching
revolves more around specific development areas/issues
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Mentoring
resolves more around developing the mentee professional
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