Coaching vs Mentoring
As leaders, we can often be tempted to provide answers so we can get things done quicker. However, at times, it is best to ask questions to see help and enable our team to learn and grow. As leaders, we wear many different hats. We take on the role of coach and mentor. As a coach, we guide someone with their goals and help them reach their full potential. As a mentor, we share our knowledge and experience to help them develop and grow. Depending on the situation, we will use these roles interchangeably. When we can see someone needs guidance, we ask questions. When we feel they can benefit from our experience, we provide the right answers.
In either situation, coaching and mentoring, these can be informal or formal arrangements. When we have a formal arrangement in place, it is helpful to have a written agreement where both the coach and coachee or mentor and mentee have discussed their outcome and how they want to achieve those outcomes. This provides clarity on the purpose of each session and enables you both to define the steps required in order to get to the end result. Asking questions, allowing time for reflection, providing constructive feedback, offering advice/suggestions allows a mix of directive and non-directive strategies to help your team grow and develop. Being non-directive is more a coaching style, whereas being directive is about instructing and telling.
When coaching and mentoring, it’s good to agree on a minimum term such as 6 months in order for the coachee/mentee to apply key learning and behaviours. There are no formal qualifications required to be a coach or mentor, however, having an ethical framework and code of practice separates ethical coaches and mentors from those who are often labelled as “cowboy” coaches/mentors who are only in it to sell their services or get information for their own learning. It’s important that in coaching or mentoring relationship, each party learns from each other. Knowledge is powerful, however, sharing your knowledge is more powerful. Remembering that the coaching and/or mentoring relationship is one which can benefit both parties.
Research states that 70% of people who receive coaching report imporved work performance. This results in 86% return on investment. Organisations recoup this investment in coaching and more. Coaching enables you to measure performance, it can be standardised and coaching drives the relationship. Mentoring, on the other hand, doesn’t measure performance, the mentee drives the relationship and the mentor relationship is personalised. Coaching is often provided one-on-one by a qualified coach. There are different types of workplace coaching:
- Executive coaching – this helps executive leadership with improved decision making, strategic thinking and leadership qualities.
- Performance coaching – this helps people recognise challenges, create plans of action, and achieve their goals with a better focus on better performance and productivity.
- Career coaching – this helps people develop specific skills, navigate their professional and learning journey and set career goals.
There is also Life coaching which help people to make life changes for greater fulfilment – live their best and authentic lives for greater fulfilment. How can you utilise coaches and mentors to enable your people to shine? This shows your commitment to your people, you are demonstrating your investment in your people. When we as leaders invest in our people, our people will reward us. Investing in our people demonstrates we appreciate our people. When we appreciate our people, they will do more and contribute to the long-term viability and success of the organisation.