In part one of this series we introduced readers to the concepts of coaching and mentoring. Many organizations are implementing coaching and mentoring programs, so we wanted to help readers better understand them. That article focused on defining the concepts, and if you missed it you can read it here.

With this issue we go beyond the basic definitions and help readers compare and contrast coaching and mentoring, to give an idea of when best to use each tool and how to incorporate both into an overall learning and development program. To demonstrate this, we present the following scenario:

Sharon recently was promoted from a human resource generalist (one of three in your company) to manager of the entire HR department. Since her promotion she has been performing well overall. She struggles, however, with a few problems. First, because she now manages her former peers, she finds that it is more difficult to have personal relationships with them and feels excluded from the group. Second, she now reports directly to a vice president and often has to communicate with other executives and directors. She has never had to deal with organizational politics before and is struggling to navigate these waters. Finally, she wants to make HR more of a strategic player within the organization, but to do that she needs to learn more about her company and its industry and to improve her business skills. Sharon has come to you, the director of training, and has requested help with these issues. You’re considering either a coaching or mentoring program for her, but which do you use?

In this scenario, we recommend that you actually use both coaching and mentoring. Sharon is facing two different challenges that require their own solutions.

Sharon’s struggle to redefine her relationship with her former peers is an issue that is best dealt with through coaching. There is no right answer for this situation. Sharon is stuck and needs help figuring out a solution on her own.  Remember the definition of coaching from the first article: it is about helping a person tap into his or her own expertise in order to find the answers that are already within him or her. Coaching participants “simply need someone to dig beneath the surface, ask the right questions, and help them move forward.” That is exactly where Sharon is right now with managing her former peers. One could argue that mentoring would offer Sharon the opportunity to talk to someone who has been in this same situation before. A coach may in fact suggest that Sharon talk through this with someone she respects, and the mentoring may indeed help, but it assumes that there is a “correct” way to deal with this. There is not, and in the end Sharon needs to find her own peace with the situation.

Mentoring, however, is the best option for Sharon’s remaining issues—dealing with corporate politics and improving her knowledge and skills so she can successfully position her department. These matters are best suited for mentoring because Sharon needs the guidance of an expert. She hasn’t developed the skills to communicate with corporate leaders and to speak their language. She hasn’t learned to read balance sheets, isn’t familiar with industry trends, and hasn’t seen the company’s strategic plans. She needs to learn from someone who has done this before and can provide her with the information she seeks. She needs a mentor to pass on knowledge and insight, offer direction, serve as a subject matter expert, and act as a role model for her.

We hope this example clarifies the concepts of mentoring and coaching. One additional point this scenario highlights is that mentoring and coaching often are most effective when offered in conjunction with each other. When developing your coaching and mentoring programs, make sure they reinforce one another. Remember to be creative, too. Build your coaching and mentoring programs upon your organization’s core competencies, but do so in innovative ways; take into account the complexities of your employees and your organization, keeping in mind the ultimate goal—to develop and grow employees who are engaged and productive.

For further information about how FlashPoint can assist you with coaching and mentoring programs, contact us. You can also find more information at our website, on our coaching and management and leadership development pages.