Coaching vs. Mentoring: What's the Difference?

When I coach clients, sometimes I’ll throw out the movie question. I’ll ask them to describe the movie and tell me what character they are. What is interesting is that they usually choose characters who are often by themselves. They might choose Frodo: alone. Indiana Jones: alone. The Black Panther: alone. They feel the weight of the world on their shoulders, but they are going it alone.

Leaders, you don’t have to. If you’re feeling like one of these “alone” characters, then you should consider hiring an executive coach. Because executive coaching is becoming the standard in leadership development, you’ve probably heard of it, but you might not entirely understand what it is. For instance, what is the difference between coaching and mentoring? Both offer value, but it’s a matter of what you are looking for.

Mentoring is often limited to the mentor’s experience and stories. It tends to be more informal, and a mentor will focus on broad advice. However, most CEOs aren’t actually looking for advice. Instead, they usually want targeted assistance to address specific challenges, whether it is burnout, navigating certain personalities within the organization, or accomplishing more in less time.

If that just described you, then executive coaching may be more what you are looking for. Coaching is different from mentoring in that it draws from the client’s experience and strengths rather than the mentor’s.

Going back to the movie question, I had one client who described herself as Hermione Granger. She said, “I have the answers, but I’m resented for it. I’m thoughtful and structured, but that’s not valued, so I feel like an ‘other.’” Even though she was in charge, she didn’t feel part of the team.

Here’s the difference. If another female CEO were mentoring her, she would be able to share her experience and offer broad advice about how she might have dealt with the situation. That’s one approach, and like I said, it absolutely has value.

However, in this same situation, as executive coach, I approached it differently. As coaches, we assume the client already has what she needs to succeed. Sometimes, you just need someone on the outside to help you see it. 

So with “Hermione,” I listened carefully and asked guiding questions:

• How might “having the answers” affect the engagement of her team?
• What does her team need from her?
• Ideally, what would she like to see in her relationship with her team?
• What steps could she take to address her team’s needs along with her own?

CEOs are in their positions because they are already skilled at what they do. Like Hermione, they have what they need to succeed, but when things seem bleak, they don’t always see it. Because coaches are outside people, they can give you, not only encouragement, but they can show you how to succeed with the tools you already have.

You don’t have to be that “alone” character in the movie. We’re here to help. Join the growing movement in leadership development. Talk to us about coaching at www.vibrancyunlocked.com.