Mentor or Executive Coach – what’s the difference?

As a young marketing leader, I worked with a sales leader who had about a dozen more years of experience than I had.? She took an interest in me, as a colleague of course, but also as someone who could benefit from her experience.? She often stopped by to chat, and we talked about challenges with our teams, how best to work with other people (including our boss), and inter-department dynamics.? I learned a lot from her.? At the time, I didn’t put a name on our chats, but today I would call her a mentor – someone who served as a long-term sounding board, and to whom I will always be grateful for her insight and guidance and support.?

I’m pleased to say that many organizations have embraced the importance of mentoring and encourage people to form mentor/mentee relationships.? In some companies, there are even formal mentorship programs, in which mentors and mentees are matched, and given discussion topic suggestions and training about how to make the most of their relationship.? Whether a mentor or a mentee, it is common for people to say that participating in this dynamic can be very rewarding and meaningful. ??Not surprisingly, these relationships are most successful when united with a bond of mutual trust.?

While it is common for mentor/mentee relationships to consist of people who work in the same company, it’s not essential.? In fact, seeking mentorship or offering to be a mentor can expand your horizons and be a great way to stay connected to people as careers evolve.? And of course, LinkedIn can help with that!

Sometimes people talk about mentoring or executive coaching as if they’re the same thing.? In my experience, both are useful, but there are important differences.? Executive coaching tends to be more specific and formal.? Coaches are often engaged to work on a particular skill or to help create a career development plan.? Coaches offer specific advice and work with clients to define actionable steps and outcomes.? ?When a company takes the step to engage an executive coach as part of an employee development plan, they are making a real investment in that employee. ?As with mentoring, executive coaching relationships built on a foundation of trust and confidentiality are more likely to be productive.

There IS a caveat though.? At times, senior leaders will engage executive coaches to work with an entire team, to improve team dynamics, and accelerate outcomes.? This is generally a good thing to do and can be very useful.? At the same time, it may be useful for team members to keep in mind that the client in this case is ultimately the leader, who may be seeking input on things like structure and long-term membership. ?It’s about the team, and less about individual development plans in that context. ?By being clear about what the desired outcomes are, you will be best positioned to contribute constructively to the process.

Careers are enriched through mentors, and being a mentor or mentee is incredibly meaningful and rewarding.? Similarly, executive coaching can help hone skills and develop as a leader. ?No matter what stage your career is at, I encourage everyone to seize opportunities to work with mentors and to give back by being a mentor yourself.? Few career experiences are more meaningful.

Adapt.Lead.Succeed

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