People Development

Coaching

What are some differences between Coaching, Mentoring and Training?

There is often confusion between the meaning of these different terms and they end up being used interchangeably. This can then lead to using the wrong techniques. There are not hard and fast distinctions but the following may be helpful.

Mentoring

The mentor is a person who is linked to another employee -usually under a formal mentoring programme. The aim of the exercise is to make new employees effective as quickly as possible by helping to resolve any concerns they may have about the company and their personal roles. It is best used when the employee is likely to be in several different training assignments and the mentor provides a fixed point of contact.

The mentor is not in a manager / subordinate relationship but provides a sounding board, is a source of advice and can help resolve difficulties for which the employee would otherwise struggle to resolve.

The mentoring role will normally also stretch over a period of time- e.g. 2 or 3 years.

Training

In this case the reference is to the formal provision for the employee of an acquisition of a new skill. The need has been identified and the desired outcome of the training is that the employee has increased his capabilities. Training can be done in specific sessions or via on the job training. In most cases it is also normal that the fact of training will have been recorded.

Coaching

This is the direct manager subordinate ongoing relationship that relates to many daily activities- some formal as in interviews to discuss objectives - others informal as in motivating comments and reinforcement of positive actions.

Summary

Coaching should be done by every manager with his subordinates.
Training can be thought of as calling in extra help to achieve a specific goal.
Mentoring is a much less common process and is normally formalised.