Industry Insights with Experts

Why is Coaching Different From Mentoring?

Roshni Khatri

18th Aug'23
Why is Coaching Different From Mentoring? | OpenGrowth

A variety of growth of staff programs is implemented in an organization to improve performance among workers. The mentorship and coaching programs are two examples. The practice of instructing and monitoring someone to improve their performance is called coaching. Mentoring, on the other hand, refers to the ongoing counseling process used to direct and assist a person in the growth of his or her profession. 

Coaching is a type of on-the-job growth management program that takes place between a worker and their immediate line manager to improve performance and foster the advancement of skills. In contrast, mentoring is a management-led activity for advancing a career in which a more seasoned individual supports and encourages a less seasoned individual in acquiring skills for professional advancement. Well, here we look into the key differences between mentoring and coaching.

Take a look at this article to understand more about how coaching and mentoring are different.


What Do You Understand by Coaching

As a method for building capacity, counseling teaches people or groups how to perform better through training sessions, conferences, and other similar events. The participants are given a professional, who may be an experienced worker or someone the organization hires from outside. They provide training to the workers and analyze how they perform and other job behaviors to boost productivity and pinpoint training needs. Coaching is scheduled and organized. 

Coachee refers to the individual receiving direction, whereas coach refers to the one giving it. A staff member's professional qualities can be discovered via coaching, along with their strengths and shortcomings, potential, and other factors that are important for achieving organizational objectives.

Listed below steps comprise the coaching process:

  • The contracting process 
  • The evaluation
  • Comments and a plan of action 
  • Learning
  • Review


What Do You Understand by Mentoring?

A person known as an instructor shares what they know and have done with a person identified as an apprentice who has less knowledge and expertise to assist him in the advancement of his career, the improvement of his self-esteem, the enhancement of earnings, etc. Everything centers on the total development and mental wellness of an individual. Either a mentor inside the organization or a tutor outside the organization can offer mentorship. 

It offers the protégé support, guidance, and advice for the advancement of a career. The long-lasting informal relationship between the parties is referred to as mentoring. Tutors, guides, advisers, consultants, hosts, counselors, etc. are examples of mentors. The basic goal of mentoring is to foster honest, direct interaction between both the mentor and the student to support the employee's development of mental and social maturity and performance. Besides this, you should also focus on mentoring a hybrid team to maximize collaboration. 



Coaching vs Mentoring

Listed below are the primary distinctions between teaching and coaching:

  • Coaching is described as assistance provided to a person by a professional to enhance his performance. When someone mentors a less experienced individual, they provide guidance. 
  • Tutoring is relationship-driven, whereas coaching is task-oriented.
  • Coaching is just temporary. compared to mentorship, which is more prolonged.
  • While teaching is a nicely organized procedure, parenting is an unorganized approach. 
  • A trainer provides coaching, whereas an advisor delivers mentoring. 
  • A mentor has extensive knowledge and expertise, whereas a coach is a professional in the relevant profession. 
  • Enhancing a worker's performance is the goal of coaching. Unlike mentoring, which focuses on the staff member's overall growth and career. 
  • The lack of educational requirements for mentoring makes it simple for firms to launch mentoring activities right away. Yes, mentorship training is frequently advised, but it is by no means necessary. There are much fewer mentoring certifications available than there are for trainer qualifications.
  • Mentoring is far greater directive, as was already indicated. It involves the mentor imparting their knowledge, expertise, and abilities to the student while also instructing and directing them. 
  • In contrast to coaching, which often follows a more rigid framework, guiding is typically less organized. While having a guiding session schedule and goals is advised, it will be up to the recipient to put this collectively. 
  • Mentoring is mostly development-driven, and it relies on the mentee to specify their objectives for their coaching interactions. 
  • Being a competent coach requires training in coaching techniques and a variety of coaching credentials, which are nearly always required and advised. 
  • Contrary to mentoring, coaching is flexible, which implies that it focuses on asking the correct questions and giving the person receiving coaching the room, trust, and courage to think about how they could accomplish more, meet their goals, and discover skills inside themselves.
  • Coaching is organized by line managers or sponsors, therefore businesses frequently sponsor someone to receive coaching or send an employee to receive coaching for particular abilities. 
  • Coaching is performance-based and motivates the person or people being coached to excel in their regular jobs. 


Skills for mentoring

While an official education is not required for advising, several skills are recommended. Here are just a few examples: 

  • You must have a strong desire to assist others because it is a crucial place to begin when coaching others
  • personal expertise, experience, as well as knowledge in the field in which you are offering mentoring — as tutoring should be based on sound, specific counsel and direction. 
  • Both mentors and coaches benefit greatly from building relationships and interpersonal abilities.
  • All mentorship sessions are filled with a spirit of inspiration, encouragement, and motivation. 
  • It is essential to assist the mentee in defining their goals. To assist the mentee and determine where their goals should be, the mentor may need to engage in some self-reflection in this regard.


Skills for coaching

 Find some skills required for coaching:

  • It's crucial to create a partnership where both coaches and their students appreciate and understand one another. 
  • Comparable to what is needed for mentoring, the capacity to optimize resources, and motivate.
  • The ability to recorecognizeindividual's talents while offering problems that assist them in progress. 
  • The capacity to deal with issues head-on and avoid dwelling on them or letting the coachee do so.
  • Ability to increase awareness and accountability, not just for the person receiving coaching but also for the entire office and corporate culture. 
  • Seeking the ideal balance between relationships with others and the capacity to translate ideas into actions is known as the "skill to make it real". Besides this, you should focus on developing coaching skills for managers and leaders. 


To conclude, we can say that coaching, as well as mentoring, are essential for an organization's growth of its human resources. Every person needs guidance and assistance at different points in their lives, whether it concerns their employment and productivity or their career and efficacy. The overarching goal of growth must exist or employees would get demoralized, which will reduce their determination. To benefit both the individual and the organization, mentoring and training should be offered to the workers of a company regularly. 


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A keen observer, who loves to spend time with nature. A fun loving person, enjoys to explore the new aspects of life. Passionate about reading and learning new things. Roshni is dedicated towards her work and has worked in different professions.


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