I often have to explain that coaching is not the same as mentoring, training or counselling.
I thought it might be useful to take a step back and reflect on the differences between various forms of capability development options, and their different uses.
The differences can best be illustrated by comparing the different capabilities in a grid:
Role
|
Purpose | Approach | Agenda Owner | Source of Expertise | Intended Outcome |
Coach | Unlock individual’s inherent potential in coached area | Ask powerful questions to tap individual’s vision, wisdom, & directed action in service of individual’s self-identified agenda | Both Coach and individual hold individual’s agenda | Individual | Predictable sustainable results; achievement of full potential |
Trainer | Gain specific skills | Provide targeted learning experiences | Trainer | Trainer | Classroom learning, at least on site |
Mentor | Get advice | Tell, based on personal experience | Mentee | Mentor | Help at point of need; may not be self-sustaining |
Career Counsellor | Obtain career direction and support | Serves as counselee’s advocate, adviser, and guide | Counselee | Career Counsellor | Enhanced career performance and growth |
Psychologist or Therapist | Psychological healing and/or insight; pain resolution; coping mechanisms | Varies. Understand history, increase self-awareness / observation, & behaviour change | Largely designed by therapist, though typically client brings ‘presenting problem’ | Therapist, although he/she does not normally give ‘advice’ as in training and mentoring | Insight into history, understanding of feelings, change in dysfunctional behaviour patterns |
So pick the right option, depending on what you want to achieve. Oh, and sometimes we pick the easy option – we want someone to tell us what to do (e.g. a mentor, trainer or career counsellor) – because we don’t have to expend energy thinking about it for ourselves….
But think back to the times when you have had to work something through and come to a solution yourself, and how much more committed to action you were as a result.
I know I’ve had many experiences where a supervisor has told me what to do, and then I have faltered because I didn’t really buy into what he/she suggested, and I don’t have the same drive as I do when I work out my own answers.
Isn’t that the better place to be – passionate, motivated, and empowered to take action; and that sense of satisfaction that you worked it out for yourself, with the help of someone else’s great questions.
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