Mentoring vs coaching : Discover the 6 key differences

6 differences between coaching and mentoring

It's important to recognize that mentoring and coaching share few similarities:

Firstly, both approaches enable people to gain competence and touch on similar themes (leadership development, managerial posture, communication style, etc.). Finally, mentors and coaches use the same communication tools: open questions, reformulation, feedback, etc.).

However, even if the distinctions between mentoring and coaching are sometimes subtle, the framework of the relationship and the approach chosen in terms of accompaniment are not the same. Discover the main differences below:

The nature of the relationship : Mentoring is often associated with deeper relationships and greater emotional support. Coaching, on the other hand, is often focused on task-oriented, professional relationships.

Posture in the relationship : In mentoring, the emphasis is on sharing experiences and advice to guide the mentee in his or her development, whereas coaching focuses on accompanying the client to achieve specific goals using adapted techniques and tools. Example: to help a mentee develop his or her sense of managerial courage, a mentor will draw on his or her experience and knowledge of the manager's role in the organization, and will suggest approaches and reflections based on his or her knowledge of the company, his or her experience, and what has worked well or poorly for him or her. Conversely, the coach has a more objective viewpoint, as he or she is very often external to the organization, and will rely more on precise tools. Occasionally, the mentor acts as coach, but the reverse is rarer. In all cases, these two forms of support enable the individual to progress in his or her career, but in different ways.

The duration of the relationship : Coaching generally involves short-term relationships between coaches and coachees. Sometimes, a few sessions are enough to achieve specific goals, and the relationship ends. Mentoring, on the other hand, requires longer-term relationships, fostering the creation of a climate of trust conducive to open discussion of individuals' concerns and doubts with their mentors.

Choice of topics : in mentoring, mentees have complete freedom in the topics they wish to discuss with their mentors. Conversely, in coaching, the topics discussed are very closely linked to organizational objectives and the role in which the individual is evolving.

Hierarchical position : Coaches are usually certified and paid to help the coachee achieve their objectives. Mentors, on the other hand, are not trained in the helping relationship; their involvement is primarily voluntary and based on their own experiences. In mentoring, there is no hierarchical relationship. The mentor must not be the mentee's immediate superior. Conversely, in coaching, the coach may be the employee's immediate superior or an external coach.

Performance : In mentoring, the learning relationship is not based on evaluation or performance. Mentors do not evaluate their mentees; on the contrary, they must be patient with the person's pace of learning. In contrast, the coaching approach is more results-oriented.

Mentoring or coaching: what should I choose for my professional development ?

The choice between mentoring and coaching for your professional development depends on your specific needs, your professional goals, your learning style and your current situation. Note that you don't have to choose exclusively one or the other approach; you can combine mentoring and coaching if it suits your needs. A person might well have a mentor and a coach at the same time, just as a person might seek out several mentors for different aspects of his or her career.

Here are a few factors to consider to help you make an informed decision.

• Evaluate your availability: mentoring and coaching both require availability and organization if you are to reap the greatest lasting benefits.
• Evaluate your professional needs: do you need support in your career development and psychosocial development?  If so, a mentor would be more appropriate. If, on the other hand, you want to develop specific skills and know-how, a coach would be more appropriate.
• Evaluate how you learn best: the coaching approach will be more results-oriented than mentoring, where the relationship is not centered on evaluation or performance, but more on discussion.

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