Earlier I wrote about one of the misconceptions that “coaching is only relevant when you are bad” (here).
Because of the growing desire for coaching, there is another concept that has received an increasing amount of attention: the difference between forms of conversational support, in particular coaching vs mentoring.
These two forms of conversational support share quite some similarities. In both mentoring and coaching, it is up to the client what they will do with the insights that are shared or created. Both forms of support are aimed at creating a forward movement and empowering the client. This separates coaching and mentoring from more traditional forms of therapy, for example psychotherapy, where the focus is on the past (rather than the forward movement in the future).
In my opinion, the essential difference between coaching and mentoring lies in the following:
Coaching is about the right question. Mentoring is about the right answer.
Typically, a mentor is the one who has more seniority with the specific case at hand. Based upon his experience, (s)he is able to improve the quality of the decision making. This is also supported by the book of Paul D Stanley and and J Robert Clinton, who define mentoring as: “Mentoring is a relational process in which a mentor, who knows or has experienced something, transfers that something (resources of wisdom, information, experience, confidence, insight, relationship, status, etc.) to a mentoree, at an appropriate time and manner, so that it facilitates development or empowerment.”
Coaching is not about transferring experience or guidance. Coaching is a non-directive process wherein the coach intends to unlock the clients’ full potential by asking powerful questions and sharing observations. Within coaching, the coach knows that the solution lies within the coachee, who will find the solution through his own reflection and creativity.
My textbook definition of what a coaching conversation is:
C – Confidential; it is the job of a coach to create a safe haven, where you can be fully open to yourself and the coach.
O – Objective Based; at the start of the meeting the objective and measures for success are clearly defined.
A – Action Oriented; at the end of a meeting concrete, measurable and realistic actions are defined.
C – Client Centered; as client you are the owner of the progress and final result
H – Holistic view; asking questions to the head, heart and gut feeling of the client, to unlock the full potential
While coaching and mentoring are two distinct forms of support, both can be extremely valuable. Knowing the difference and being able to apply one or the other, depending on the need of the client, will increase your effectiveness, as leader, as mentor, as coach and as human being.
Earlier I wrote about one of the misconceptions that “coaching is only relevant when you are bad” (here).
Because of the growing desire for coaching, there is another concept that has received an increasing amount of attention: the difference between forms of conversational support, in particular coaching vs mentoring.
These two forms of conversational support share quite some similarities. In both mentoring and coaching, it is up to the client what they will do with the insights that are shared or created. Both forms of support are aimed at creating a forward movement and empowering the client. This separates coaching and mentoring from more traditional forms of therapy, for example psychotherapy, where the focus is on the past (rather than the forward movement in the future).
In my opinion, the essential difference between coaching and mentoring lies in the following:
Coaching is about the right question. Mentoring is about the right answer.
Typically, a mentor is the one who has more seniority with the specific case at hand. Based upon his experience, (s)he is able to improve the quality of the decision making. This is also supported by the book of Paul D Stanley and and J Robert Clinton, who define mentoring as: “Mentoring is a relational process in which a mentor, who knows or has experienced something, transfers that something (resources of wisdom, information, experience, confidence, insight, relationship, status, etc.) to a mentoree, at an appropriate time and manner, so that it facilitates development or empowerment.”
Coaching is not about transferring experience or guidance. Coaching is a non-directive process wherein the coach intends to unlock the clients’ full potential by asking powerful questions and sharing observations. Within coaching, the coach knows that the solution lies within the coachee, who will find the solution through his own reflection and creativity.
My textbook definition of what a coaching conversation is:
C – Confidential; it is the job of a coach to create a safe haven, where you can be fully open to yourself and the coach.
O – Objective Based; at the start of the meeting the objective and measures for success are clearly defined.
A – Action Oriented; at the end of a meeting concrete, measurable and realistic actions are defined.
C – Client Centered; as client you are the owner of the progress and final result
H – Holistic view; asking questions to the head, heart and gut feeling of the client, to unlock the full potential
While coaching and mentoring are two distinct forms of support, both can be extremely valuable. Knowing the difference and being able to apply one or the other, depending on the need of the client, will increase your effectiveness, as leader, as mentor, as coach and as human being.
