“Of these three approaches to vocational and personal development, training is probably the one that’s easiest to define,” says Amy Scoular, Leadership and Management Trainer at Impellus.
“The differences between coaching and mentoring can be a bit trickier to identify. However, it’s important to be clear about the methods and aims of each approach if you are responsible for planning or delivering staff development programmes and want to ensure a maximum return on the time and resources invested.”
Training
Training is usually provided within a specific timeframe to deliver focused learning on a specified topic. Sessions are structured and trainer-led – online or face-to-face – and concentrate on particular skills or knowledge, for example, soft skills such as effective communications or technical knowledge such as business finances.
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Coaching
Unlike a trainer, a coach does not need to be a subject matter expert. However, a coach must be skilled in creating collaborative partnerships with coachees to enable them to reach their full potential.
“A coach provides support and encouragement as the coachee works to identify and achieve specific goals. It is a more personalised approach than training, concentrating on guiding individuals towards finding their own solutions to specific challenges,” says Amy.
There is no set time limit or structure. However, a skilled coach will use coaching tools and techniques such as active listening, questioning, challenging assumptions and encouraging the coachee to analyse the pros and cons of various options before committing to an action plan.
Mentoring
A mentor is someone who draws on their experience and knowledge in a particular field to provide guidance, advice and support to a mentee who has less experience and knowledge.
“The relationship can be fairly informal and open-ended, but the overall aim is to support the mentee’s personal and professional growth by providing encouragement, feedback, new perspectives and the wisdom of experience,” says Amy.
“It’s also interesting to note that the mentoring relationship can be mutually beneficial as the mentor hones their communication and leadership skills and considers new ways of doing things in the light of feedback from their mentee.”
You may find useful:
Coaching Skills for Managers: For managers, team leaders and HR personnel at all levels who are keen to promote a strong culture of personal empowerment and self-motivation to help individuals and teams meet and exceed the goals they’re set.
Managing and Appraising Performance: Setting your people clear goals and objectives means you can provide objective feedback on their performance, gain buy-in and encourage greater productivity and personal achievement.
