Coaching+v's+Mentoring

The focus of coaching is the in-depth development of specific knowledge, skills and strategies. Coaching does not depend on the coach having more experience than the coachee; it can take place between peers and staff at different levels of status and experience. Coaching is usually informed by evidence. Whilst mentoring can incorporate coaching activity, it tends to focus upon the individual’s professional role, often as they move into new roles and take new responsibilities. A mentor is usually a more experienced colleague; someone very familiar with a particular culture and role, who has influence and can use their experience to help an individual analyse their situation in order to facilitate professional and career development

Although there are some key differences between coaching and mentoring, the edges are undoubtedly blurred. Mentoring is often referred to as the 'transfer of wisdom'. It is the process by which an individual learns from someone who has worn the same shoes and travelled the same path, someone metaphorically older and wiser. Often the mentor will work in the same organisation, as Marion Gillie, partner at Sheppard Moscow, specialists in organisational development, confirms 'The traditional definition of a mentor is usually somebody more senior in your own organisation, taking an interest and helping your career path'. Coaching, on the otherhand, concerns itself with amplifying the individual's own knowledge and thought processes. It is about creating a supportive environment in which to challenge and develop critical thinking skills, ideas and behaviours. Whilst the strength of mentoring lies in the mentor's specific knowledge and wisdom, in coaching it lies in the facilitation and development of personal qualities. The coach brings different skills and experience and offers a fresh perspective - a different viewpoint. In both cases one-to-one attention is the key. 'It has to do with focused and intensive development absolutely grounded in the business in a way that even an in-house, tailored training programme often can't deliver', says Marion Gillie. 'You can, in a one-to-one, focus on intra-personal issues to a far deeper level than in group environments which can only look at the superficial'. media type="youtube" key="TVToW7f5_2k" height="221" width="257" align="center"