Coaching and Mentoring and the Effective Strategy

Coaching and Mentoring

Mentoring is the process through which an individual shares their skills, knowledge, and experience to help another grow and develop (Kutsyuruba & Godden, 2019). On the other hand, coaching is the process through which one guides other(s) to help them achieve their goals and reach their full potential (Holmes Jr, Warnes, O’Gara, & Nishimura, 2018). While a similar goal underpins the two, they differ in how information is exchanged. Coaching is more performance-driven, designed to improve immediate and long-term on-the-job performance, while mentoring is a development-driven holistic approach for career development (Carmel & Paul, 2015).

Therefore, effective coaching builds on achieving the most immediate goals, while effective mentoring focuses on long-term holistic gain (Al Hilali, Al Mughairi, Kian, & Karim, 2022). The two, however, depend on effective strategies. Some effective mentoring strategies include being the example (Mullen & Klimaitis, 2019), provision of problem-solving strategies, encouragement of excellence, listening (Straus, Johnson, Marquez, & Feldman, 2013), and supporting. On the other hand, effective coaching strategies include building mutual trust (Schiemann, Mühlberger, Schoorman, & Jonas, 2019), setting clear goals and objectives (Clutterbuck & Spence, 2016), and celebrating success.

The Johari Window is among the most used coaching tools (Lowes, 2020). The tool is effective in improving communication skills and the development of self-awareness. The model relies on a person understanding themselves first before improving themselves. Tools like the Johari Window are based on existing theories within coaching psychology. Coaching psychology applies psychological concepts and theories to coaching (Trinh, Howard, & Côté, 2020). Some of the essential models from this domain include GROW, OSKAR, and CLEAR coaching models.