Coaching vs mentoring: which approach and why?

Fog lifting in Folkestone, April 2023

There is no clear definition of coaching vs mentoring and the lines between the two approaches can blur. Some of the variables that may differ from one approach to another include degree of direction, whether the mentor/ coach deploys sector specific experience, whether they are internal or external to the organisation, paid or unpaid and whether the process is aimed at achieving is a specific goal or is more open ended. 

Instead of trying to distil an approach and stick to a particular set of principles it can be most useful to focus on an individual’s agenda. Here are the factors I think are important for an anyone to consider before embarking on a coaching process. Reflecting on this agenda, which may evolve as the sessions progress, can help find the right person for a professional or personal development process. The right mix of sounding board, challenge and guidance is important. The agenda that emerges will have some fixed dimensions that feed into a contract, helping the individual and coach work towards delivering relevant outcomes.

The list below works from more open reflective questions to more specific logistics that help guide an approach. Even if not embarking on a coaching process, these questions can help consolidate a starting point for self-led development. 

1) Goal

What are you trying to achieve by embarking on this process?

Is this goal broad e.g. managing better with change, or specific e.g. actioning a particular career change?

2) Dilemma

Why is this difficult? What is the trade off for you and why?

e.g. the downside of leaving a job in employment with a secure compensation package for more autonomy as a freelancer which comes with more financial risk

3) Reason

Why is this important to you? And why are you investing in this now? 

e.g. experiencing a plateauing of career opportunities in the current post, opportunity of voluntary redundancy that comes with short term financial benefit

4) Direction

How willing are you to find the answers through reflecting on your own priorities and experience? How much are you expecting to be guided by someone else’s context specific experience?

e.g. wanting to work through own fears and drivers rather than seeking support with practicalities of the change

5) Timeframe

Is this a short, medium or longer term developmental goal? What cadence of sessions vs implementation reflection and evolution will work best for you?

e.g. aiming to make a decision in the next three months, recognising need for time and space to think outside of a few cornerstone sessions

Coaching and career changes 

The covid-19 pandemic has changed many people’s priorities when it comes to work and how work fits in with their lives. Lots of people use coaching processes to work through career dilemmas, recalibrate according to priorities and navigate change. An article published by McKinsey & Company last year defines a group of “traditionalists” that continue to look for opportunities with stability and stepwise progression.  But there is a growing pool of people moving away from long term fixed employment and towards work patterns with more autonomy and flexibility for a range of reasons. Engaged and innovative employers are pivoting to offer roles to attract and retain talent by leveraging working conditions. The advantage to employers that manage to achieve this goes beyond workforce numbers and extends to workforce diversity- in demographics as well as approach.