Mentoring Library

M6_3 Coaching in the Mentoring Arrangement

Lesson 3

Discuss -> Use instructive coaching in the mentoring arrangement:

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"Can you discuss -> use instructive-coaching in the mentoring arrangement?"

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1. Watch the videos

2. Identify 3-5 Key Learning Points from watching each video

3. Read the Notes and Additional Resources below - if available

4. Summarize your learning

5. Confirm you can answer the question with "Yes"

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First section of the video above is about Coaching - second section is about facilitating 

The videos below offer more insights.


Define coaching:

  • Coaching: helping another person to improve awareness, to set and achieve goals in order to improve a particular behavioural performance
  • A more formal structured association focused on improvements in behavior and performance to resolve present work issues or handle specific aspects of the job.
  • Talking to a person, identifying what he needs, and developing an action plan. The emphasis is on instruction, assessing, and monitoring.

Discuss the relationship between mentoring and coaching:


Ongoing relationship that can last for a long period of time

Can be more informal and meetings can take place as and when the mentee needs some advice, guidance or support

More long-term and takes a broader view of the person

Mentor is usually more experienced and qualified than the ‘mentee’. Often a senior person in the organisation who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities

Focus is on career and personal development

Agenda is set by the mentee, with the mentor providing support and guidance to prepare them for future roles

Mentoring resolves more around developing the mentee professional


Relationship generally has a set duration

Generally more structured in nature and meetings are scheduled on a regular basis

Short-term (sometimes time-bounded) and focused on specific development areas/issues

Coaching is generally not performed on the basis that the coach needs to have direct experience of their client’s formal occupational role, unless the coaching is specific and skills-focused

Focus is generally on development/issues at work

The agenda is focused on achieving specific, immediate goals

Coaching revolves more around specific

development areas/issues

Discuss situations where coaching is not appropriate for a mentoring arrangement:

  • When the challenges are more of a personal nature and not work related
  • If the proposed coach has not had any formal training
  • If there are spiritual elements to the challenge
  • If the coach does not have the time to invest in the relationship
  • If there is a need to explore the inner self more

Discuss procedures when moving out of mentoring to coach:

  • Inform the employee that you are switching and identify the process that you are going to follow
  • Be transparent and explain why the change
  • Outline the steps that you are going to be taking
  • Speak to the transition back to mentoring
  • Make sure that you are able to manage the change
  • I recommend separating the two roles and to having the coaching done by someone else
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