Coaching vs Mentoring: 10 Key Differences and Benefits

Don’t worry about being successful but work toward being significant and the success will naturally follow.

Oprah Winfrey

Coaching vs Mentoring: Understanding Which One is Right for You?

Coaching and mentoring helps people in an organization to become better thinkers and practitioners. Coaching and Mentoring are both very effective techniques and it depends on how the organization uses them to its advantage. Although we can use both terms interchangeably, there are some distinct differences between them on which you should take a look at. Let’s have a look at coaching vs mentoring.

What Does the term “Coaching & Lean Coaching” Indicate?

Coaching is a procedure that aims to improve and maximize performance of an individual and help them to learn. We can define it as a development approach that allows to interact and work with other people. An individual can develop their personal capabilities, and interpersonal skills and capacity through the process of coaching.

It has become apparent that coaching is a significant success component. If you want to achieve lean transformation in your organization. 

 Lean Coaching is beneficial for the leaders and workforce. Transformation in a lean management system demands sufficient time and constant practice. Hence, lean coaching consists of favorable and periodic interactions. It is the phenomenon that helps to formulate the skills required for continuous improvement. And further, This enables a lean management system.

However, over time, lean coaching may become integrated into regular daily interactions that will include both scheduled and impromptu. In a Lean Coaching system, the coach or the leader asks their followers questions that motivate critical thinking skills. And also, reinforce systematic approaches that further improve how leaders lead and do their work.

How “Lean” and “Mentoring” Relate?

We can define mentoring as a long-term process. Significant and beneficial effect on an individual’s life or style, usually which is the result of personal or one-on-one contact. Moreover, we can define it as a relationship in which a more experienced person guides. And it passes along what they have learned to the less experienced or any junior.

It is a learning and development partnership between two individuals among which one of them has vast experience and another one desires to learn. Furthermore, It is a relationship in which the person with more experience, wisdom level, and expertise teaches, counsels, and guides the other person. He does it to develop himself both personally and professionally so that the he can met the exceptional standards of performance.

Its purpose is to tap into the existing knowledge, experience, and skills of an experienced person to the person with less experience.

The person with experience who teaches the other person is called a mentor. Whereas, the person who is being taught by another person is called a mentee. Mentoring is important to teach and develop the kind of thinking that propagates and develops the principles of lean methodology.

Your organization won’t be able to deploy the deep understanding that is necessary for proliferating or even sustain without an embedded mentoring structure and lean methodology together.

Handpicked for our Leaders: 10 Ways to Become a Good Transformational Leader

What is Training?

Training is the process that consists of increasing the knowledge and skills of the employees so that they can perform their jobs efficiently. Therefore, training is a procedure whereby a person acquires skills and knowledge that are related to their particular job. With the help of training, the feeling of being of “value” increases in the employees, which results in them being satisfied.

It also improves productivity and performance in an employee and enables uniformity in work progress. The three basic principles of lean manufacturing are increasing customer value, reducing waste, and allow continuous improvement. All these principles relate very closely to training and we can apply it to the training programs in an organization.

Coaching vs Mentoring- 10 Key Differences

Coaching and Mentoring are both very effective techniques and it depends on how the organization uses them to its advantage. Although we can use both terms interchangeably, there are some distinct differences between them on which you should take a look at.

1. The timeline of the relationship in coaching is most likely to be short which can last up to 6 months and 1 year with a certain outcome in mind. Whereas, the relationship timeline in mentoring tends to last for a long time which maybe a year or even more than that.
2. Coaching is more performance-driven because it is formulated to improve an individual’s on-the-job performance. Whereas, mentoring is more development driven as it doesn’t only looks at the current job function of an individual, but also takes a holistic approach to career development.
3. The structure of coaching is traditional with regularly scheduled meetings like in weeks or months. Whereas, in mentoring, the meetings are more informal, on a need basis required by the mentee.
4. Coaches are usually hired for their expertise in a particular area, the one in which the coachee desires to improve like presentation skills, leadership skills, etc. Whereas in mentoring, the mentors have more seniority and expertise in a certain area than the mentees.
5. The coach creates the agenda of coaching so that the needs of the coachees should complete needs of the coachee. Whereas the mentee sets the agenda of mentoring and the mentor supports that agenda.
   
   Handpicked for our Leaders: How to find a mentor & how to start a robust mentoring program?
6. Coaching often uses profiling tools which include 360-degree feedback, personality questionnaires, etc. Whereas, mentoring requires hardly used diagnostic tools.
7. The goal of coaching is the achievement of specific and immediate goals. And we use it when an organization seeks to develop employees in certain competencies. Whereas, mentoring aims to greatly develop the mentee in all areas. We use it when a company wants to establish a workforce that requires a balance between professional and personal life.
8. Coaching is non-directive. Because it enables the client to lead the way and make use of their internal resources to walk in the path of their goal. Whereas, mentoring is heavy on role modeling, listening, and make suggestions and, connections.
9. In coaching, there is no need for a coach to have experience of their client’s formal role of occupation. Whereas, in mentoring, the mentor must have more experience within the organization. Thus, he can give a view of the mentee’s role in the organization.
10. The focus of coaching is on specific current development areas or issues. Whereas, mentoring focuses on the long-term and takes a wider view of the mentee. 

Conclusion

Thus, hereby we can conclude that if you want lean transformation and management as well in your organization. Then you should properly coach, mentor, and, train your employees as it will not only help your organization to grow. But it would also help the employees to develop themselves and their personality. If we conduct these steps efficiently, then it will provide a way for employees to connect, learn, and grow within their organization. Coaching, mentoring, and training also serve as learning tools that can lead to the empowerment of your employees.

FAQs

Key Takeaways

• Coaching emphasizes performance improvement and skill development, while mentoring focuses on career guidance and personal growth.
• Coaches facilitate self-discovery and provide structured support, while mentors share expertise and offer guidance based on their experience.
• Coaching is time-bound and goal-oriented, while mentoring relationships can be more informal and long-term.