What is the difference between mentoring and coaching?

Indeed, there are similarities between the two. Both involve a coachee or mentee looking for advice or guidance from someone more seasoned and knowledgeable. Both are usually one-on-one relationships. Both need good chemistry to work well. Both should have agendas and rules (regarding when and how often to meet, etc.). But, here are some possible differences:

• Coaching might involve meeting with someone outside of the organization to focus on certain areas for development. It is likely to be task-oriented and should include the coachee’s manager in some way (if for no other reason, than to keep the manager abreast of the coachee’s progress). There is often a defined beginning and end to the coaching contract. The value for the coachee is getting the perspective of someone outside of the organization who is not involved in organizational politics and can be candid in giving feedback.

• Mentoring usually is done in-house where a willing and selected senior manager meets with someone junior to help him/her with development. Since it is often two people from the same organization, it is very important that there is chemistry and agreed upon confidentiality. A good mentor listens and can be a sounding board to help the mentee navigate some of the politics and particular challenges in an organization.

An article in the New York Times (“A Modern Mentor is a Listener, Too”) makes the point that people often confuse coaching and mentoring. The author of this article (Eilene Zimmerman) quotes a source that states, “Mentoring is more holistic than coaching, in that it develops the whole individual – through guidance, coaching and development opportunities.”

The ideal for development of high-potential managers might be both an external coach and internal mentor. Then of course, there is also the topic of seeking a ‘sponsor’ within an organization. That is a discussion for another day.

By: Mary Zahner