Mentor Vs Coach

Mentors and coaches have different obligations to the individual. The role of the
coach is to help managers (usually senior managers) to improve their performance. In
this usage, the coach is outside the primary hierarchy and at most has temporary
authority in the system where he or she serves (Aldefer, 2014). The coach can be
someone that is not actually there to support an individual but review their performance
and give a company an opinion on what they think needs to be changed or help make
decisions for keeping and employee or letting someone go. Coaches at times let
individuals think through a problem before trying to jump right in and help them. If they
get stuck and need help the coach is there to give gentle guidance in the right direction
so that the individual will find the answer on their own. This is an important part of
interpersonal power and how to grow as a leader. A coaching interaction is a
collaborative process that helps an individual alter perceptions and behaviors in a way
that increases personal effectiveness and fulfillment (Hicks, McCracken, 2013)
 
The mentor is ordinarily several years older, a person of greater experience and
seniority in the world the young man is entering . . . The term “mentor” is generally used
to mean teacher, advisor, or sponsor. As we use the term, it means all of these things
and more. (Levinson et al., 1978, p. 97) Mentors have more of a comforting affect and
want their protégés to succeed and be accomplished. They are there to guide them and
use life experiences that they have learned in order to help the protégé. Research has
shown that mentoring can benefit organizations by reducing turnover, increasing
organizational commitment, promoting knowledge transfer, and making earlier
identification of key talent (Hegstad, 1999; Ragins, Cotton & Miller, 2000) Mentors can
be selected outside of the mentees organization and at times this is preferred so that
there is a different view applied. That is more easily done now using technology and
different types of professional organizations that healthcare and professionals join. 
 
There are benefits of each having a coach or having a mentor for professional
development. With each situation you are going to be learning life professional skills
that can help set you apart from others. These are just two different styles of achieving
that. It is also a good idea to have multiple coaches or mentors. Each mentor or coach
can be for specific areas of growth. You may want a mentor in order to achieve a level
in your company. A coach for that same subject can set you on the path for that and tell
you what the company is looking for and might be harder on you in achieving that goal
than a mentor would be. 
 
The plan that I have for identifying and connecting with a mentor is that I have
someone in mind where I currently work and for the past couple of years I have wanted
to ask her to be my mentor. I have continued to put this off but completing this module
and reading the required content has shown me I need to get on this. I am not
extremely junior in my company but I do feel I need mentorship. I must hurry and make
a meeting with this person so that I can start learning from them and gain as much
knowledge as I can before I get asked to mentor someone which I know will be coming
soon. I feel as if it would be important for myself to go through the process first so I can
become a better mentor for someone else. I am going to as well join a professional
organization and try to find a coach. I feel this would give me a good balance and set
me up the best for success. 
 
 
References 
 
Alderfer CP. Clarifying the meaning of mentor–protégé relationships. Consulting
Psychology Journal: Practice and Research. 2014;66(1):6-19. doi:10.1037/a0036367
Goldberg EL, Stevens K. Leveraging Technology to Improve Satisfaction with Career
Management. Workforce Solutions Review. 2013;4(6):36-38. Accessed September 13,
2022. https://search.ebscohost.com/login.aspx?
direct=true&AuthType=shib&db=bth&AN=94084832&site=ehost-live&scope=site
Hicks R, McCracken J. Creating interpersonal power. Physician executive.
2013;39(5):82-84. Accessed September 13, 2022.
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