Comparing Coaching, Mentoring, and Training.

Coaching, training, and mentoring are all synonymous, right? Wrong!

These three terms are frequently used interchangeably by business leaders, but they refer to three distinct processes. Unfortunately, even a Google search is ineffective.

For example, the online dictionary definition of to coach only considers coaching from a sporting perspective. This is not helpful for HR and business leaders looking for solutions to benefit their organisations.

The first step toward understanding is to clear the fog and dispel myths about coaching, training, and mentoring.

1. Coaching

Coaching is defined by the International Coaching Federation as "collaborating with clients in a creative and thought-provoking process that inspires them to maximise their professional and personal potential."

An effective leader-as-coach focuses on solutions rather than problems, supports employees rather than judging them, and lays the groundwork for their development rather than giving orders.

Perhaps most importantly, rather than providing all of the answers, coaches help people develop the skills and mindset required to come up with solutions on their own through thoughtful questions and inquiry, much like a sounding board.

2. Mentoring

Mentorship is defined as "an employee training system in which a senior or more experienced individual (the mentor) is assigned to act as a mentor, guide, or advisor to a trainee or junior" (mentee).  The mentor is responsible for providing guidance and feedback to the mentee." An important thing to remember: Mentorship is based on relationships rather than results. 

It is about sharing your personal experiences, knowledge, and insights with your employees. Mentoring does not focus on specific actions and skills to improve them. It's more about sharing advice and leaving it up to the mentee to apply it.

3. Training

Training is frequently a group effort, so you won't have many one-on-one sessions with your team members. In this sense, growing and learning as a team can be an effective way to improve organizational capabilities.

When it comes to training, a trainer is simply passing on knowledge that you or your team can use to upskill or multiskill. Upskilling is the process of expanding an employee's current understanding of a skill. However, multiskilling is more concerned with training employees in new or related work areas in order to broaden their usefulness within the organisation.

Practically speaking developing your people to reach their full potential is more of a coaching act than anything else. It's an act that could come from them rather than you as their coach or leader. Coaching entails acting as your employees' partner and assisting them in finding solutions for themselves.

Trainers and mentors are experts in their fields, so they work by teaching or instructing those under their supervision.

In a nutshell, as a mentor or trainer, you authorise. As a coach, you both guide and inspire.

Happy Coaching, Mentoring & Training.

Feel free to connect with M. Farhan Qazi for Executive Coaching & Consulting. www.hrinsights.live / 0092-3028265822 whatsapp.

Reference reading. ATD, ICF, SHRM, CIPD