Coaching and mentoring

In the corporate scenario, companies turn to coaching and mentoring for enhancing the effectiveness of their executives/leaders by identifying the skills and key strengths to be developed and implementing the strategies for improvement. The desired improvement may pertain to the current job or those required to effectively carry out a higher role.  Although coaching and mentoring happened informally in earlier times in the normal course of work, today coaching is done in a more formal manner, often taking the assistance of external experts. The global executive coaching market is valued at $ 9.3billion. In India, the current market revenue of coaching industry is Rs 58,088 crores and is expected to touch Rs 1,33,995 crores by 2028.    

The International Coach Federation defines coaching as "Partnering with clients in a thought provoking and creative process that inspires them to mazimize their personal and professional potential." The focus is on meeting specific objectives within a set time frame; the accent being on the development of the skills and in turn the performance.  

Mentoring is defined in the Business Dictionary.com as an  "Employee training system under which a senior or more experienced individual (Mentor) is assigned to act as an advisor, counseler or a guide to a junior or trainee". When I was working as AGM (HR) in Hyundai Motor India Ltd, heading the Learning & Development department, we had introduced the mentoring program for our engineering trainees. After six months of inducion to various departments of the company including the Chennai port from where export orders are despatched, the trainees are placed under the care and guidance of handpicked mentors. 

The mentors are given one month training by an external expert who imparts the skills, knowledge and attitude required to be a good mentor. As for example, trust, respect and confidentiality is important to play the role of a mentor or coach. In order to build a rapport right from the beginning, to the extent possible, while selecting mentors, care is taken to match people from the same college or geographical area of the mentee's home town. The initial meetings of the mentor and mentee are facilitated by Learning & Development after which they continue the relationship over longer periods of time. Some retain the relationship for a life time. The mentors are given budgets to take their mentees to a dinner, movie or other informal meeting outside the company premises. The program has over time developed into a robust, effective intervention .     

As coaching is directed at achieving a specific outcome within a set time frame of say six months, the relationship between a coach and a coachee is likely to be short term unlike as in the case of mentoring (longer term). Coaching is more performance driven with focus on improving job performance. Mentoring on the other hand is development driven with focus being on holistic career development. Coaching is generally more structured with regularly scheduled meetings weekly, bi-weekly or monthly. Meetings in respect of mentoring is informal and fixed in accordance with the need of the mentee.

 Coaches are hired for their expertise in a given area that the coachee would like to address like communication skills or financial expertise. In respect of mentors, by virtue of their seniority and experience in the company they are able to provide the appropriate guidance and inspiration to the mentees for effective working. The outcome from a coaching agreement is specific and measurable in the desired performance area. In the case of mentoring, the outcomes and goals could change with time as the focus is not on specific measurable results but on the overall development of the mentee. 

Coaching and mentoring is increasingly being recognized by companies as necessary and important for executives to effectively fulfill the requirements of their role. Today, there are organizations like the International Coach Federation ( which has affiliations in many countries - Indian Coach Federation in our country) to choose from that ensure the desired competence of the coaches. The ICF certified coaches have to undergo a minimum of 750 training hours in coaching before they get the certification. Organizations can also extend training internally to teach leaders and HR professionals to effectively perform the role of a mentor or coach. 

This post is a part of #BlogchatterA2Z 2023