“Coaching” and “mentoring” are terms that get used a lot by leaders. Younger employees need coaching. Or mentoring. Or both. What exactly is the difference, again? In this episode of the 5 Leadership Questions podcast Todd Adkins, Brad Lomenick, and I discuss the differences between the two, how to do them well, and when each is ideal. We hope this episode helps offer some direction and clarity as you develop leaders in your organization.
- What is are the differences in the roles coaches play versus what mentors play?
- How should each relationship be structured to achieve their aims?
- Is there a place in every organization for both?
- How should a person determine which they need?
- How should a person determine which they should be? Which they’re better at?
“Coaching is more task oriented and results based. Mentoring is more relational.”
“Mentoring is up close and it’s going to be messy.”
“A lot of the best coaches are total jerks. It’s very hard to imagine a good mentor being a jerk.”
“Mentoring is sort of the next level of coaching.”
“As a coach I want someone who is going to teach me how to do the skills of my job and to apply them best.”
“A mentor has to feel like someone who is part of the relational rhythm of your life.”
“The measurement [of mentoring] is more about commitment than tasks.”
“Mentoring is changing because there are people who mentor me who I don’t really spend that much time with. It used to be that mentoring was all about in-person.”
“I always find mentoring programs funny. ‘We’re going to pair you up with a mentor.’ How does that work? It’s like a blind date.”
“Call them whatever you will, the objectives are what matter most.”
“Churches should be the center point for a mentoring revolution in our country.”
“We should aspire to be mentors. It’s a sign of maturity. It’s a sign of wisdom.”
“We should never think that we have to wait until a certain age to start mentoring.”
H3 Leadership: Be Humble. Stay Hungry. Always Hustle by Brad Lomenick
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