| Mentoring | Coaching |
| – Done by Managers, Manager (Manager once removed). – Focus on achieving potential long-term. – Development of planning and strategic vision. – Mentor knows the day-to-day work and what it takes to be successful. – Used for succession planning when a manager leaves (promotion, transfer, etc…) – DOES NOT assign tasks or take away work. – Development of Skilled Knowledge – Used to determine the efficacy of the Manager (by talking with Subordinates once removed the mentor can determine the manager’s capabilities to coach employees.) | – Done by the Manager – Focus on immediate tasks and goals. Reinforcing good work and correcting bad work. – Developing planning in business and tactical goals (short time span in accordance with coachee level). – Coach knows of day-to-day work and can provide real-time feedback. – Used for improvement of work. – The manager is accountable for the work of the coachee. – DOES assign tasks and take away work. – Development of skilled knowledge – Used to enhance the manager’s planning and delegation (by coaching, the subordinate manager can better set task goals and delegate planning processes. |
