You'll also receive our most creative and profitable small business tools & tips - free! Coaching is the most powerful vehicle available to develop leadership capabilities throughout an organization and extend its overall capacity.
Astute development can either train and develop your managers to become coaches and help build a coaching culture through the organization or can act as a coach for members of staff. The aim of this short article is to provide clarity for those in a workplace developmental relationship such as mentoring.
The coach is likely to set or suggest goals for the learner; measuring performance periodically as the learner develops new skills. The focus of teaching is to impart knowledge and information through instruction and explanation. The counsellor uses listening and questioning to build self-awareness and self-confidence in the client. The mentoring relationship is off-line-that is, the mentor does not have authority over the mentee and focuses on the learner’s personal goals. Now that we have an understanding of the difference between coaching and mentoring let’s look at the attributes of a good mentor. To recap, the difference between coaching and mentoring is largely about focus-performance vis-a-vis building capability-and goal setting. Since 2000, SCC Services Group has been successfully providing services to the Automotive, Banking, Financial Services, Travel, Telecommunication and Retail Call Center organizations.


Human resources professionals can at times be called upon to develop appropriate coaching and mentoring training. Mentoring takes things a step further and enlists another person who generally is at a higher level in the individual’s field but not always.
Some higher level staffers enjoy the challenge of guiding others through counseling and delivering advice on problematic situations and being available as a sounding board which are key components of mentoring. It can be a disappointing experience for a mentee or someone who thought they had an enthusiastic coach to find out that person doesn’t have time for them or won’t provide the type of information they need to move forward in their career.  Make sure coaches and mentors know the time commitment and the type of information they are expected to impart to a prospective mentee or coaching recipient. Make sure there is a realistic expectation in place for the mentee or coaching recipient as to what these partnerships will provide to them.  No, the individual may not be promoted quicker or gain special favors based on who is partnering with them.
Mentoring and coaching instills in employees the idea that a company cares about their career goals. The developmental mentor helps the learner discover their own wisdom by encouraging them to work towards career goals or develop self-reliance. What is said between mentor and learner is confidential and never shared with others except in very special circumstances. Assessing strengths, areas of improvement and how it impacts the day to day thought processes and developing goals for an individual would fall under the coaching banner. Mentoring can be provided by a higher level employee who best reflects the insights that individual needs to make it to the “next level” regardless of what area of expertise the mentor possesses. Other employees are better equipped for the hands on process of developing goals and walking an individual through the day to day tasks of their jobs and providing feedback on how to elevate their game.


Establishing a program for new hires or those already within the company with a training component outlining best practices helps increases the success of such programs. However, this is not straightforward since there is much confusion of definitions between practitioners. The aim of this article is to describe mentoring and compare it with other forms of development: coaching, teaching, and counseling. As a result both mentor and mentee learn from one other and help each other’s development. Being able to adjust and partner an individual with a more compatible advocate is best for the individual and for the mentor or coach.
A Natural mentors such as family members, friends, and judicatory leaders are very helpful and crucial but also limited. Nonetheless, one significant difference between mentoring and coaching and other forms of development is the relationship forged between two people.
However, unlike coaching the closeness of the relationship between teacher and student is often low.



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