Coaches and mentors both exist to help an individual develop their potential. They come alongside and offer support from a position of greater knowledge and experience. In both professional and personal development, having a coach or mentor is a good thing.
However, if you can only have one, which should you choose? Let’s look at the differences between coaches and mentors in the context of professional development.
What is a Mentor?
A mentor is someone with career experience who is willing to take a person under their wing and share what they know. Mentor and mentee form a relationship that is often mutually beneficial.
Over time, the mentee gathers knowledge and input from someone who has been where they are now. He or she might receive decision-making advice instead of having to rely on trial and error. They might make fewer mistakes and find a more efficient path to achievement.
Mentors get something out of it too. In their role of trusted advisor, they receive respect. They develop their own leadership skills. Communicating their views and thought processes often crystalizes that knowledge. They often report feeling personal satisfaction from knowing they’ve helped someone. They feel pride in the growth they nurtured.
What do Mentors Do?
A mentor might take on the following roles:
- Teacher – He or she might pass on practical knowledge regarding skills helpful at their company or in their industry.
- Advisor – A good mentor is a sounding board. He or she doesn’t tell the mentee what to do, but instead helps them refine ideas, explore solutions and become self-reliant. Mentors serve as a trustworthy confidante.
- Role model – Good mentors show as much as they tell. They embody core organizational values. They walk the talk, are there when it counts, honor their commitments and persevere through challenges.
Mentoring tends to be more long-term and holistic than career coaching. The mentor and mentee might meet on a schedule, but they could also interact on an informal, as-needed basis. Growth happens because of repeated interactions over time.
What is a Career Coach?
Coaching is typically more targeted and structured than mentoring. While a mentor might help with overall professional development, coaches often take a systematic approach to focus on one skill or goal at a time.
Mentors might not have any formal training in mentorship, and they don’t always specialize in what the mentee most needs to learn. Coaches often have training in the areas of desired growth. They can train or up-skill, and they may offer a way to measure results.
Usually the coach is in charge of development. The trainee can have input, but they’re not responsible for driving sessions. Where a mentor might share personal experience to advise on next steps, coaches focus more on reaching the next goal or level than sharing their own background. Career coaches are more likely to charge for their services.
In the workplace, businesses basically use coaches to help individuals and teams fill in gaps. Coaching develops the skills workers need to solve problems, form and reach long-term goals or develop missing soft skills. A coach might
- Use survey data to measure current employee behaviors, link them to business outcomes, then recommend appropriate training.
- Conduct personality and behavior assessments to help decision makers better understand current culture.
- Help individuals or teams set goals, develop action plans and overcome challenges.
- Work with executives to improve leadership skills or plan for succession.
- Help supervisors and managers develop lacking people skills.
- Assist older and younger workers in eliminating stereotypes.
- Develop programs that encourage employees to make better health decisions.
Mentoring and coaching both have the goal of helping workers reach their potential. Organizations don’t have to choose one over the other, both will create a ripple effect of learning, support and ongoing development that will make your company stronger and better over time.