File Name: difference between coaching and mentoring .zip
What are the similarities and differences between coaching and mentoring, and where does councelling fit?
- Workplace learning with coaching and mentoring
- The differences between coaching and mentoring
- Coaching and Mentoring
Though it may seem like these two are very similar but they are not the same. In this article we want to share our groundworks on the topic of differences and similarities between these two notions.
Workplace learning with coaching and mentoring
Anyone can learn for free on OpenLearn, but signing-up will give you access to your personal learning profile and record of achievements that you earn while you study. Start this free course now. Just create an account and sign in. Enrol and complete the course for a free statement of participation or digital badge if available. It is also difficult to distinguish definitively between coaching and mentoring. In the following activity you will spend some time thinking about your own experiences of coaching and mentoring, and you will hear from our panel of learning and development practitioners about what they see as being the differences between coaching and mentoring.
In the text box below, write a few sentences on each of the two terms and how you think they are different. A popular way of distinguishing between coaching and mentoring is to identify that mentors usually have more experience than the person whom they are mentoring, while this is less often true in coaching.
However, this is complicated by the fact that many successful coaches, particularly executive coaches, are, or have been, successful senior executives themselves and draw on this experience in their work as coaches.
There is a continuing debate between coaches about how much experience they need of the work context of those whom they are coaching, and how much they can rely on the generic skills of facilitating and supporting learning, which you will practise later in this course. In relation to mentoring, however, there is no real debate about the importance of the mentor having relevant workplace or other experience; this is normally assumed to be necessary. You may have mentioned in your own definitions that the techniques and skills of coaching and mentoring can also be similar; for example, in terms of goal setting, questioning and exploring options for action.
Part 2 of this activity will explore similarities and differences a bit further. Now watch the video below in which our panel of HRD experts talk about what they see as being the differences between coaching and mentoring. As you watch, make notes in the text box below of the main points about coaching and mentoring. You will already see that drawing a distinction between coaching and mentoring is not simple. Clutterbuck highlights the features that they seem to have in common; both:.
However, there are key differences between coaching and mentoring. Passmore provides a useful table describing some of these differences in seven areas: level of formality, length of contract, outcome focus, level of business knowledge, training, client, and supervision or support. Making the decision to study can be a big step, which is why you'll want a trusted University. Take a look at all Open University courses If you are new to university level study, we offer two introductory routes to our qualifications.
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Workplace learning with coaching and mentoring Start this free course now. Free course Workplace learning with coaching and mentoring. Activity 3: Coaching and mentoring Timing: Allow around 30 minutes for this activity. To use this interactive functionality a free OU account is required. Sign in or register. Interactive feature not available in single page view see it in standard view. Feedback A popular way of distinguishing between coaching and mentoring is to identify that mentors usually have more experience than the person whom they are mentoring, while this is less often true in coaching.
Part 2: Practitioner views Now watch the video below in which our panel of HRD experts talk about what they see as being the differences between coaching and mentoring.
Skip transcript: Differences and similarities between coaching and mentoring Transcript: Differences and similarities between coaching and mentoring. I think there are three main differences between coaching and mentoring. The first difference is a mentor might actually give a piece of direct advice. So a coach would be looking to kind of tease an answer out of somebody by asking probing questions and guiding them towards a solution, whereas a mentor might look at a situation and say, actually, I've experienced this before.
I've got some direct, relevant advice which I can give to this person which might prove helpful. So I'll give that piece of direct advice, which a coach wouldn't have.
And the second difference between a mentor and a coach is, I think a mentor has to be much more senior than the mentee. So whereas a coach, there might not actually be that much difference in terms of seniority or experience, between a mentor and a mentee, I would expect to see quite a big difference in seniority. And finally, I think a coaching relationship is always a one-to-one relationship. You might have meetings with the coach present, and the coachee present, and then more people, say, experts or enablers or, say, a working group.
That wouldn't be part of the coaching programme. Where with a mentor, you might have something like a mentoring circle, where there are five or six people being mentored by the same person.
And they come together as a group to share experiences and share the expertise. The difference between coaching and mentoring is that a mentor is a person that has a lot of experience to share with another individual. It doesn't necessarily have to be a more senior person of that individual. Actually, it's better if the mentor isn't on the direct line of management of that individual. But generally speaking, the mentor has been there, done that. And although the mentor will also use quite open-ended questions and listening, will also provide quite a bit of advice right during the session.
Whereas a coach doesn't need to be an expert on the topic that the person is talking about. He's more focused on the process of uncovering knowledge. So coaches can actually know something about the topic the person is talking about. But a good coach wouldn't use that knowledge in the session, because that's not what they're there for. Coaching is very much about some facilitating development within the individual, almost unlocking their potential.
And mentoring is very much more about providing specific specialist advice, for example, saying, this is how I managed a project. You could think about managing your project in a similar way. Or I use some of the techniques I've used. They're much more specific and much more guiding. So what is the difference between coaching and mentoring?
Both are used a lot in organisations, but I think there are some fundamental differences. Now, let's talk about coaching first. Coaching really is about facilitating other people to achieve their potential. And a lot of it is kind of gentle nudges, sort of gently pushing people into the right direction, but it's very much helping people to help themselves. Whereas with mentoring, there is a slightly more directive element, because it's also about imparting your own knowledge and expertise onto other people.
Now interestingly, most of the mentoring we've seen in organisations, and most of the research that we've got on mentoring is downward mentoring, where you've got a more experienced mentor imparting their knowledge and skills onto a younger, less experienced mentee. Now, a real trend in organisations — and research hasn't caught up yet — is to look at upward mentoring, where you've got younger people within a team actually feeding up and mentoring upwards.
Because, for instance, what you often see, they're a lot more technologically savvy, for instance, using social media to build networks, all the rest of it. So they've got knowledge that they can impart too. And I think, actually, that would be a really, really interesting area for future research. Show transcript Hide transcript. Differences and similarities between coaching and mentoring. Table 1 Key differences between coaching and mentoring Coaching Mentoring 1.
Level of formality More formal : contract or ground rules set, often involving a third-party organisational client. Less formal : agreement, most typically, between two parties.
Length of contract Shorter term : typically, between 4 and 12 meetings agreed over two to twelve months. Longer term : typically, unspecified number of meetings with relationships often running over 3 to 5 years. Outcome Focus More performance-focused : typically, a greater focus on short-term skills and job performance. More career-focused : typically, a concern with longer-term career issues, obtaining the right experience and longer-term thinking. Level of business knowledge More generalist : typically, coaches have a strong appreciation of business or commercial realities.
More sector knowledge : typically, mentors have detailed knowledge of organisation or business sector.
The differences between coaching and mentoring
There is so much confusion! There are many similarities between coaching and mentoring, but there is also one critical difference. This critical difference is often misunderstood. This is just plain wrong. This article explores the similarities between coaching and mentoring and clarifies the one critical difference.
The mentor is responsible for providing support to, and feedback on, the individual in his or her charge. The best way to understand how coaching and mentoring relationships are structured is to do a side-by-side comparison:. Relationship is more likely to be short-term up to 6 months or 1 year with a specific outcome in mind. However, some coaching relationships can last longer, depending on goals achieved. Traditionally more structured, with regularly scheduled meetings, like weekly, bi-weekly or monthly. Generally meetings tend to be more informal, on an as need basis required by the mentee.
and may encourage the coach to ask more neutral and less leading questions. Definition of mentoring: I would define Mentors as people who impart their own.
Coaching and Mentoring
Coaching and mentoring are two terms that are often used interchangeably. They are similar but different and I think it is important to consider the differences. These days, organisations are increasing applying coaching and mentoring strategies to staff development and performance management.
More often than not, mentoring and coaching are used interchangeably in the business context. If you are wondering how these two roles differ and what these professionals bring to the table, you need to know the specific responsibilities of a mentor and a coach. A mentor, in simple words, is someone who offers their knowledge, expertise and advice to those with less experience. By leveraging their experience and skills, mentors guide mentees in the right direction.
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