differeces between a mentor and a coach

Coaches need not have first-hand experience of the coachee’s line of work. The coach can be an independent external professional with expertise in coaching, or a qualified UCL internal coach.       

Mentoring is customarily a planned pairing of a more skilled or experienced person (usually in the same field of work) with a less experienced person.

Line managers can use coaching techniques successfully in the management and development of team members.

Ideally mentors have no line management relationship to the mentee.

Coaches will ask ‘powerful’ questions and not offer or give advice..

Mentors will often provide direction and advice and should ‘open organisational doors’ for mentees.

A number of both internal and external coaches are available with a variety of backgrounds and expertise and the services they provide tie in with the organisation’s objectives.

Mentors can provide a neutral ‘sounding board’, assure total confidentiality, and have no agenda other than assisting their mentees in their development and to reach their goals.

Effective coaching is intended to help you to learn rather than by “teaching” you.  By engaging with an experienced coach, the coachee will develop insights leading to enhanced effectiveness.

 Mentoring involves helping mentees to develop their career, skills and expertise often drawing upon the experiences of the mentor in the process.