Saturday, March 11, 2017

Differences between a mentor and a coach

We were having a discussion on the differences between a mentor and a coach 

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.       
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.
Line managers can use coaching techniques successfully in the management and development of team members.
Ideally mentors have no line management relationship to the mentee.
Coaches will ask 'powerful' questions and not offer or give advice..
Mentors will often provide direction and advice and should 'open organisational doors' for mentees.
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.
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.
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.
Mentoring involves helping mentees to develop their career, skills and expertise often drawing upon the experiences of the mentor in the process.

Relationship generally has a set duration
Ongoing relationship that can last for a long period of time
Generally more structured in nature and  meetings are scheduled on a regular basis
Can be more informal and meetings can take place as and when the mentee needs some advice, guidance or support
Short-term (sometimes time-bounded)  and focused on specific development areas/issues
More long-term and takes a broader view of the person
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
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
Focus is generally on development/issues at work
Focus is on career and personal development
The agenda is focused on achieving specific, immediate goals
Agenda is set by the mentee, with the mentor providing support and guidance to prepare them for future roles
Coaching revolves more around specific development areas/issues
Mentoring resolves more around developing the mentee professional

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