In short, mentors can train their mentees, but they go beyond and offer advice and guidance drawn from their own experiences. It's important to note that a mentor shouldn't be your direct manager. A coach will work with you to help you build your self-confidence to master new skills or improve current ones. A mentor, on the other hand, works more as an advisor than as a coach.
They will offer guidance on whether to pursue a professional career. Even so, they won't be actively involved in helping you make that decision. Rather than being in direct opposition, what you'll discover is that mentoring and coaching are often complementary functions that can sometimes be performed by the same people or by different people. It all depends on how you structure relationships and the desired outcome of those relationships. Before creating an employee development program or starting to establish an official training relationship, it is important to understand what mentoring and coaching are, how they are different and in what aspects each type of function is valuable.
Mentoring is much more complicated than that. It is a relationship focused on development in which the mentor shares specific knowledge, experiences and skills to help the learner obtain ideas, achieve development goals and overcome barriers to their professional and personal development. Often, the mentor is someone in a high-level position, but this is not always the case. Because mentoring focuses specifically on learning from the experience of others and on the transfer of skills and knowledge, structures such as reverse mentoring allow unique mentoring relationships to occur. In her book, Mentoring Programs That Work, Jenn Labin, talent development specialist and director of diversity at MentorCliq, discusses some additional differences between these two concepts.
In the introduction to the book, Labin explains that it's incredibly important to ensure that programs are designed with the desired results in mind (and to ensure that those results are met and can be measured). Ultimately, that outcome will influence whether a “training” or “mentoring” framework is used, and what terminology is ultimately used to describe the nature of the relationships between your development program. In fact, you can train without mentoring and you can mentor without training, but for the best results, a business employee development program may need to have both. Once again, the fact that mentors and coaches are the same people and that training and mentoring take place simultaneously depends on how your organization's talent development program is structured. Mentoring and coaching are student-centered training methods.
Rather than being polar opposites, coaching and mentoring can be considered subsets that are included in a broader employee development framework. That said, there are a few ways to distinguish between the two. In mentoring relationships, mentors rely heavily on their professional or life experiences and make those past experiences a central part of the engagement. In fact, depending on the type of mentoring program and the pairing method, learners can choose or be matched with their mentor, specifically because that person has a set of skills or experiences that the mentee wants or needs to learn. Mentors often incorporate transferable experiences and skills, but they may not have developed a career around teaching others those experiences or skills. Don't be surprised if you're trying to launch a mentoring program and are having trouble attracting mentors.
Many people who would be excellent mentors for a mentoring program don't realize the positive influence they can have, because they are rarely recognized for the transferable talent they bring. If you want to find and cultivate mentors, create a culture in which your people are actively recognized for the positive and impactful value they bring to your organization. Anyone in your organization can be an effective mentor. It all depends on the learning relationships that most benefit your organization's objectives. Often, this isn't a discussion of one or the other.
Organizations can benefit from both business coaching and business mentoring. In fact, coaching and mentoring are easily combined in the same learning programs, assuming that those learning programs are built from the start around measurable organizational objectives. This is why organizations such as The Clorox Company, Nielsen and Bacardi have chosen to take advantage of mentoring software such as MentorCliq for their mentoring and training programs. By implementing modern mentoring software, organizations like these have found that they can more easily achieve the measurable objectives of their programs, sometimes dramatically. In the process, many learn that training programs can have a new life and an improved structure with the corresponding software, participation reports and measurement tools. Whether you're creating a mentoring or training program for the first time or expanding existing programs, MentorCliq reduces the tension of starting programs and helps program managers easily win over decision makers with exceptionally direct ROI data for each program. Connect with MentorCliq to see how mentoring programs powered by mentoring software and our framework can impact and improve the mentoring and training needs of your employees.
Sam Cook is the SEO manager at MentorCliq. As a former high school educator with nearly a decade of experience in the classroom, he has seen first-hand the transformative impact that comes from mentoring for both mentors and learners. He combines his successful career as a writer in a second life with his experience as an educator to help demystify mentoring in an organizational environment. Coaches and mentors can have a purpose at different stages of their career. You can choose to start with a mentor and then look for a coach to get an extra boost.
Or maybe you know you need a coach now but then you'll get in touch with someone who would be a great mentor. Mentors and coaches are two different types of people who can help you achieve your goals. Based on their relationship, objectives, expectations and evaluations there are significant differences between coach and mentor. Mentors are people who have already been successful in life and can help others reach their goals by sharing their knowledge. Mentors provide guidance based on their own experiences while coaches focus more on helping individuals develop skills through practice rather than providing advice based on past experiences. Mentors provide support by offering advice while coaches provide support by helping individuals develop strategies for achieving their goals. Mentors focus more on long-term goals while coaches focus more on short-term goals. Mentors provide guidance while coaches provide feedback. Mentors provide advice while coaches provide accountability. Mentors focus more on providing emotional support while coaches focus more on providing practical support. Mentors help individuals develop self-awareness while coaches help individuals develop self-confidence. Mentors help individuals develop problem-solving skills while coaches help individuals develop decision-making skills. Mentors help individuals develop leadership skills while coaches help individuals develop communication skills. Mentors help individuals develop resilience while coaches help individuals develop motivation. In conclusion, it's important to understand that both mentors and coaches play an important role in helping individuals reach their goals. While there may be some overlap between these two roles depending on how they're structured within an organization's employee development program or individual learning relationship - it's important to understand how each role contributes differently towards achieving success. Whether you're looking for someone who will provide advice based on past experiences or someone who will help you develop strategies for achieving your goals - understanding these differences will help you determine which type of person would best suit your needs. p>.