Introduction

Coaching is a short-term approach but mentoring is a long-term approach. This articles investigates difference between coaching and mentoring. There are different basement on which coaching and mentoring can be differentiated. These are analyzed below:

The difference between coaching and mentoring

Time orientation is different

An important difference between coaching and mentoring is the time orientation which is different in coaching and mentoring. Coaching is generally conducted on shorter time orientation in which some specific issues are informed and improved for the mentees. Moreover, coaching has a specific guidelines which both coach and coachees follow. Therefore, the time frame of completing a cycle of coaching is possible in shorter time. On the contrary, mentoring is a long term plan because of the nature of such programs. Mentoring takes longer time in which the mentor and mentees maintain mutual communication. The reason for longer time is that they keep informal communication and relationship and nothing is under framework. They discuss about different issues from personal, social to professional. As a result, it takes longer time in mentorship.

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Mentorship requires informal work environment whilst coaching requires formal relation

Another potential difference between coaching and mentoring is that coaching requires formal relationship, structured guidelines to maintain, milestones to reach and objectives to meet. All of these features imply that coaching requires a formal work environment. On the other hand, mentoring requires informal work environment in which the mentor and mentee maintains informal relationship. Mentors can be anyone such as: friend, colleague etcetera therefore mentee can learn from them anywhere therefore it takes place within informal environment. Mentee can learn from mentors by discussing with them when they want. On the other hand, coaches are hired from external or internal source for an organization and they teaches coachee with an official arrangement therefore coaches have formal relation with them.

Mentorship focuses on skills regardless of job-need, coaching focuses on job related skills

Another important difference between coaching and mentoring is the specification. When employees have lacking on some specific area that creates problems for them to do their stuffs properly. Organizations do not get their targeted outcome therefore arrange coaching to prevent the specific problems and help them to do their job efficiently. It help them to achieve the goals of the organization. Whilst, mentorship does not emphasize on the job needs because it is conducted to prevent the problems of individuals that creates problem in their personal life or career (Passmore, Peterson, and Freire, 2016). It helps them enhance their personal skills to ensure better life and bright career.

Selection of agenda is different in coaching and mentoring

In coaching agenda is selected by the coach. In mentoring, agenda is raised by the mentee. Coaches set topic of the session in which they want choachee to have expertise in order to fulfill the operational objectives of their organization. Coaches confirms their expectation through the agenda for their coachee and help them to bring desired outcome from the coaching program. On the other hand, mentee raises agenda for mentors and confirms their expectation from their mentors. They informs their expectation about the mentor about what type of improvement they want to have by the mentors. As a result, mentors try to enhance mentees’ skills according to the agenda. It makes mentors’ work easy to help mentee’s in order to develop their career and personal life.

Questioning approach is different

In coaching the coach asks the questions to understand the situation and to take corrective actions. In mentoring, the mentee raises issues and questions to the mentor to have deep knowledge. Coaches make questions that they ask to their coachees. When coachees answer the questions it informs coaches about the lacking coachee have and face while working. As a result, coaches become able to identify in which sector coachee needs improvement to do their job efficiently. Whilst, mentee find out the lacking they face in their life and career and want to improve, make issues and questions on the issues to inform these to their mentors. Mentors check the questions made by mentee and finalize how they will develop the skills of mentee.

Approach of viewing the results is also different

In coaching, results are frequently and closely monitored. In mentoring, results are not carefully evaluated or monitored. Coaches teach coachees on the specific area they need improvement and coaches teach them practically. Whilst teaching practically, coaches notice that how much improvement is coming on coachee’s skill. When the coachees see any problem they can solve them and help to solve the problems. Mentors do not evaluate the results as closely as coaches. Rather, mentors emphasize on long term perspectives and sustainable learning mentee, instant result is not generally expected.