00000159-9541-da5f-ad5b-b547b4870000-authorID

sylvia-benatti.jpg

Sylvia Benatti

Learn the key differences between coaching vs mentoring in the workplace and how each supports employee learning and career development.

Mentoring vs Coaching: What's the Difference?

If you want to succeed as a mentor, first seek to understand yourself and others. —John C. MaxwellThere are many types and styles of mentoring, from the traditional “mentor” and “mentee” approach to mentoring partnerships across the generations. However, the underlying purpose of all models is to provide a venue for sharing, learning, and support. The difference is in how this purpose is accomplished—the modus operandi used.How can the odds for a successful mentoring working relationship be increased? As we know, all relationships eventually end—some naturally fade away, some cease due to conflict, and some terminate because of a formal commitment. A mentoring relationship falls within this last category, although it can continue beyond the set closure date. Review the following tips for enhancing and strengthening the potential success level of the mentoring experience.Qualities of successful mentors:Be able to distinctly state what you expect from the relationship.Have an open discussion about goals and roles.Set aside time for check-in reviews.Encourage and support the growth and development of skills, abilities, and knowledge.Know the differences between mentoring and coaching.Characteristics of effective working relationships:Build confidence for meeting established learning objectives.Take responsibility for mistakes and errors made regarding actions or words, and make the necessary adjustments to allow the relationship to move forward.Express appreciation to each other for upholding the agreement.Use time efficiently during a meeting by coming prepared, keeping to the agenda, being focused, and refraining from mobile device use.Come together with positive, constructive, and flexible mindsets.Importance of active listening and reflection:Be aware of both open and hidden intents when communicating with each other.Listen intently and then ask the right questions to encourage learning and stimulate creative thinking.Maintain focus and remain non-judgmental throughout the conversation.Rephrase what has been discussed to ensure there is agreement about the progress made toward established goals.Take time for reflection before responding or reacting to concerns and questions.Give and receive feedback:Welcome comments and perspective by requesting specific and descriptive information.Accept feedback by considering how constructive it was and if any surprises arose, challenges were addressed, or changes must be made. Share reactions and insights.Apply feedback by focusing on your goals and priorities. Revise the learning agreement if needed.Give feedback by relating observations and opinions. Start by highlighting the positives and strengths before discussing possible misunderstandings and miscommunications.Engage in two-way feedback to strengthen trust, authenticity, and respect.If you are presently participating in a mentoring program, how can you improve your level of success using the above tips? If you plan to participate in mentoring in the future, which tips will you put into play?

Mentoring: Tips for Success

**Congratulations, Debra Luckett and Marlene Steele! You’re the winners of the Creating a Mentoring Program book giveaway! And thank you to everyone who commented below. We'd like to offer you 15% off of the print and e-book. From today through July 30, use the code MENTOR15 at checkout to redeem your discounted copy!**In May, we presented a webinar for ATD on the Mentoring Partnership Model. There were several questions that stood out for me. Two of those questions were “how is this different from reverse mentoring_”_ and “could we continue this conversation?”Rather than just touch on the one form of mentoring, we thought this might be the time to review several delivery methods. There are several forms of mentoring. Traditional mentoring: senior person to a younger or more novice person. The senior is guiding the younger person sharing their knowledge or expertise. The senior person may get a sense of being able to give back and share their legacy.Reverse mentoring: younger person to more senior person. The younger person guides a more senior person through newer information, often technology.Peer mentoring: a little older youth guiding a younger youth or one peer guiding another peer. In the adult peer form, it can be one peer guiding another through cross-training or perhaps one family mentoring another family.E-mentoring: same model as traditional mentoring but delivered online via email or other electronic modes.Team mentoring: several older adults mentoring working with groups of youth.Group mentoring: one senior person works with a group of junior people.What do all of these models have in common? All in one form or another are one-way opportunities to develop an individual or group. One person is giving and the other receiving.The Mentoring Partnership Model is based on mutual two-way learning. Senior individuals, often Baby-boomers, also want the chance to learn new information. Providing them with the opportunity to continue growing can keep them engaged and productive. More junior folks bring new and innovative information. Giving them the possibility to share their knowledge recognizes their value and what they bring to the table. Two-way mentoring is a win for both sides of a partnership and for the organization.The other question was “how do we keep this conversation going?” One way is make this blog thread an ongoing discussion. We can pose questions, ideas, share things that have worked well and those that didn’t. Perhaps, even build a community of those who direct, manage, or lead mentoring programs.Coordinating or facilitating a successful program often generates questions for the coordinator that there doesn’t seem to be anyone around to answer or even discuss the question with can be somewhat frustrating and lonely. Understanding the value of mentoring beyond the surface often takes someone on the front line, who sees and experiences the growth in folks involved in a mentoring relationship.We want to invite you to answer the following question: What has been your experience with a mentoring program?For a chance to win a copy of Creating a Mentoring Program, answer the above question in the comments section below. Your comment must be received by 5 p.m. EDT on Friday, July 11. If you prefer to email your response, please send it to mentoringstrategies@gmail.com. After reviewing the comments and emails received, we will select two winners and announce them in this post by Wednesday, July 16.

Sylvia Benatti

About