Coaching vs. Mentoring: What’s the Difference?

We hear the words “coaching” and “mentoring” thrown around quite a bit – and they’re often used to describe the same thing. But are they the same? Despite being used interchangeably, there’s actually a stark difference between them.

The terms are similar – they both call upon the same skills and have a similar approach – but coaching focuses on the here and now, the short-term, while mentoring focuses on long-term development. Coaching and mentoring are vital in the workplace and knowing which approach to use, and when, can help you drastically improve production and morale in your office.

Here are some of the biggest differences between coaching and mentoring.

Coaching Focuses on Performance – Mentoring Focuses on Development

One of the main differences between coaching and mentoring is the area of focus. Coaching primarily focuses on performance, such as increasing particular skills or learning something new. Mentoring, on the other hand, strives to develop an employee for the present and the future. Mentoring can have a significant impact on an employee’s career for years to come, because it focuses on developing long-lasting habits and skills that can be applied immediately as well as down the road.

Coaching is More Structured – Mentoring is More Flexible

Coaching generally consists of regularly scheduled meetings that are designed to improve an individual’s performance at work. Mentoring is less formal – the get togethers can take place anywhere and don’t require a set time each week. An employee can reach out to a mentor for guidance or support at any time without waiting for a scheduled meeting.

Coaching Focuses on Tasks – Mentoring Focuses on Relationships

Another key difference is that coaching is more task-oriented, while mentoring is more relationship driven. For example, coaching focuses on improving skills at work, such as working more efficiently or communicating better with co-workers. Mentoring is more relationship-based and deals with building self-confidence or improving your work/life balance.

Coaching is Short-Term – Mentoring is Long-Term

As we said earlier, coaching primarily focuses on the employee’s short-term development. Coaching is highly effective when it comes to helping an employee complete a specific task or learn a new skill. Quite often, when the goal is met, the coach is no longer needed. Mentoring focuses on the development of long-term skills that can be used in various circumstances, at work and outside the office. While mentoring may have a positive effect on an employee’s current work situation, the primary goal is to develop skills to succeed for an entire career. Mentoring relationships often begin when one employees is new to a career path and can last for decades.

Because these two terms have similar goals, it’s understandable that people think they’re the same – but they’re not. Understanding the differences between coaching and mentoring will help you determine when each is necessary and how to best nurture your employees. Both approaches can provide employees with ways to connect with colleagues, opportunities to learn and grow within the company, and skills and knowledge for long-term success. And both can help employees reach their utmost potential.