The Differences Between Teaching, Mentoring, and Coaching

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The Differences Between Teaching, Mentoring, and Coaching
In the workplace, it’s always a great idea to build a supportive network of employees that will help each other grow. Maybe your higher-ups can act as advisors to your entry-level employees. However, in what different ways can you create this dynamic? You can provide teaching, mentoring, and coaching. Here are the benefits of each:

If you intend on teaching your employees, make sure it truly does involve a lesson plan. There’s a difference between teaching and mentoring. Teaching is a commitment to giving tools, education, and concrete guidelines. This can be done in seminars, workplace team building exercises, etc. This is also basically workplace training. Maybe you aren’t building lasting relationships with your employees through this, but you can give them lasting information for their tenure at your company.

Keep in mind, mentoring is generally not concrete or fact-based. It’s mostly a professional relationship. No, the mentee does not have to do things exactly the way the mentor does them. But the mentor is mostly there to guide the mentee on their career path, give them lessons from their past, and point them to resources. Mentors aren’t expected to be teachers. And mentees aren’t expected to turn into their mentors. However, an unspoken yet understood bond of support is always necessary! Having an in-office mentor is great for younger employees, as it creates motivation within the office as well as in their personal careers.

What is coaching? Well, if it’s anything, it’s action! Maybe teaching is a great tool to give you guidelines, and mentoring a great way to gain support and motivation. Coaching, however, is present while you’re in the process of doing. Coaches take stock of your progress, help you assess your successes and failures, and help you build yourself into the best person you can be. Actually, this can be quite similar to management. Coaching in the office helps you keep your employees on their toes, always wanting to improve. Now, don’t confuse this with micro-managing. Coaching should emphasize personal improvement!

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