Coaching versus mentoring: let's make it clear once and for all

Coaching versus mentoring: let's make it clear once and for all

12 September 2022
Gerrit Sarens
Gerrit Sarens
  • Still struggling with the difference between coaching and mentoring?

  • In our interactions with the market, we notice almost every day that there is still a lot of confusion about the difference between coaching and mentoring.

    Some say "it's the same"... others say "a mentor is a coach, but a coach is not necessarily a mentor".

    Can you still follow?

    We are convinced that it's more than a semantic discussion.

  • No worries, we are going to make it crystal clear

  • On the 17th of October (12.00 - 13.30), we organize a webinar (in English) with Steff Vanhaverbeke, partner at Ubeon.

    Steff will use the logical levels model (Robert Dilts) to get a deeper understanding of the differences between coaching and mentoring.

    We will look at both 'concepts' from different angles to formulate together commonly accepted definitions.

    At the end of this webinar, all participants will have a sharp view of the meaning of mentoring and the roles of a mentor.

    Register via this link.

Struggles of a manager

Managers are

  • not or inadequately trained in this role

    and

    • lack self-confidence
    • don’t know how to go from being a colleague to being a boss
    • need to loosen up on the command & control leadership style
    • must let go of the (technical) expert status
    • cannot give or accept constructive feedback
    • feel pressure to perform as manager
    • have difficulty building relationships
    • want to be liked by everyone or want to be the ‘bad boss’
    • play the hero
  • are struggling

    and

    • stay too involved in operations
    • have trouble prioritizing
    • cannot delegate
    • fear conflict situations
    • disconnect from the team
    • deal with flawed strategic thinking
    • do not relate to higher management
    • lack clear communication skills
    • remain not self-aware
    • avoid difficult conversations
    • miss political antennas
    • ...
  • capable of more

    and

    • need mental preparation as successor
    • need to be able to lead big changes ahead
    • need to learn to be emotionally resilient and in control
    • need to learn to make big decisions fast without all the information
    • must become persuasive presenters
    • need to learn how to cultivate their own personal brand
    • need to learn how to lead by example
    • manage by trust, not by fear
    • need to overly develop empathy
    • ...