Coaching focuses on facilitating effective performance through questioning, feedback, and understanding perspectives. It is an equal relationship where the coach is the expert. Mentoring involves advising, sharing experiences, and guidance within a person's area of development. Coaching and mentoring differ in their goals - coaching aims to improve performance while mentoring provides relevant guidance. Both require clearly defining expectations, goals, challenges, and determining if goals were achieved. Effective coaching uses a framework of focusing conversations on the positive, the person's ownership of outcomes, understanding priorities, and ensuring necessary resources.

1. COACHING &
MENTORING
What is the difference?

2. Mentoring Mentoring is about
forwarding the process of
human learning.
A mentor gives advice,
guidance, sharing one’s own
personal story and wisdom
within the context of the
person’s area of
development.

3. Coaching Is:
Facilitating for more effective performance through:
• questioning
• giving feedback
• operating with an understanding about how people map
their world and run their brain
It is an equal relationship.

4. What is the difference?
Coaching – You are the expert of you
Facilitating for more effective performance through questioning, giving feedback and creating a space
for the other to explore their challenges from a greater perspective.
Mentoring – Ability to provide relevant guidance and advice.
Giving advice, guidance, sharing one’s own personal story and wisdom within the context of the
person’s area of development.
Training – What skill do you want to develop?
Teaching, educating a person through a process where they are enabled to perform new skills.
Consulting – What expert advice do you want?
Giving advice and using one’s own expertise in a given field to inform another the direction to take.
Counselling – What’s your problem?
Counselling focusses on problems, their sources, the symptoms that result. The counsellor uses their
skill, knowledge and expertise to work with the other person in order to solve their problems.

5. Mentoring
success:
The goal/s for the mentoring
relationship – clear outcomes
The time frame both parties would
like to agree to
The regularity and means of contact
The expectations of both parties
both during and in between
meetings
Agreement about what the steps are
should these expectations not be
met

6. Goal Setting Questions
■ What are your goals for this mentoring
relationship? (Competency development,
career advancement, leadership skills
development, gain knowledge in a particular
topic area)
■ How will you know if you reached these goals?
(Improved performance, promotion, attained
a new credential)
■ What challenges can you anticipate?
(Availability of advancement opportunity,
need for further formal education, time
needed to develop a new skill or competency)

7. Completion Questions
■ What did you do that surprised
yourself?
■ What was the greatest block or
breakthrough?
■ What were the significant turning
points
■ What new strengths or qualities did
you discover?
■ What and how will you celebrate your
achievement?
■ Were your expectations of the
mentoring process met?

8. A Coaching
Framework
Stated in the Positive
The person has Ownership of the
outcome
Understand What is important to them
about this
Check the Ecology
Do they have the internal and external
Resources they need?
Positive
Ownership
What
Ecology
Resources

9. 4 Levels of
Listening
• Download
• Factual
• Empathic
• Presence-ing

10. In
Summary….
❑ Consciously choose the role that is required
in a given situation - All are important and
different.
❑ Be aware that some people would prefer for
you to move into the telling/training frame
rather than expanding their own capability
of problem solving – And sometimes this can
seem ‘easier’
❑ Even though it is nice to be asked for your
opinion, and to help others, you may be
contributing to the other person’s under-
responsibility pattern – A different
conversation may be more appropriate