Mentoring according to management and organisational expert Stephen Robbins is a not the same as coaching. Based upon Robbins theory of Situational Leadership, coaching is a relationship in which the leader provides both directions and support to a follower. Coaching requires a high task (directions) and high relationship (communication) between the leader and follower. Mentoring on the other hand is a relationship in which the leader and follower share in decision making with the main role of the leader being to facilitate and communicate to the follower. Mentoring requires a low task (directions) and high relationship (communication) between the leader and follower.

So how do you know if you need a coach or a mentor? Let's look at some insights that will help you to decide which is best for you.

Do I need a coach or a mentor?

The reality is that at some stage of your career you may require one or both. It will depend upon many factors including your job and psychological maturity.

According to Robbins, those who have job maturity possess the skill, ability and experience to do a job without direction from others. Those who possess psychological maturity possess an intrinsic willingness to take on responsibility for their own behaviour. A combination of these factors will determine the type and duration of the relationship that is experienced between a leader and follower.

Coaching can be one-on-one or occur in a group or training environment. Historically mentoring was conducted in a superior/subordinate relationship in a one-on-one style. These days mentoring opportunities occur within organisations in formal programmes and with networks of professionals from different or similar industries that meet regularly to discuss and share advice on issues.

When might you need a coach?

Learning a new skill

If you are learning a new skill in an area that you have little or no knowledge, coaching will provide you with the high task and high relationship focus that you need at that point in time. Coaching gives you the opportunity to watch, see and do. It also enables you to ask questions and to practice your skill until you become comfortable and proficient. Coaching can provide you with the opportunity to make mistakes in a controlled environment that supports both your strengths and weaknesses. Those who are young e.g. school leavers, people inexperienced in the workplace or graduates may benefit from the relationship and support of a coach.

New to a team or organisation

The high task and high relationship focus of coaching can provide you with a helpful insight into the workings of a new team or organisations working and politics. Those who are proficient at their job may not require a coach for long and may seek the support of a mentor.

Introducing new products, policies or procedures

Coaching can provide an opportunity to learn the details, features, benefits and costs or a new product or service. Coaching for the launch of new products or services can be conducted one-on-one or more efficiently in-group training or information sessions.

When might you need a Mentor?

Generally speaking, those who possess high job and psychological maturity will most likely benefit from the low task (directions) and high relationship (communication) focus of mentoring.

Mentoring may benefit those who are seeking a promotional opportunity or those who are successful in acquiring a promotional opportunity. Mentoring is often viewed as an elitist relationship and only reserved for those at the top of the organisational structure, but further could be from the truth.

Mentoring by its nature allows the leader and the follower to share ideas, participate in joint decision-making and problem solving. Many mature and true leaders in organisations prefer this open and participative style of management and communication.

As organisations continue to restructure or change, the need for coaches and mentors will continue to grow. It may also be necessary for those looking to develop their skills and experience to seek more than one coach or mentor at any time.

So how do you select a good coach or mentor?

Once you have decided you need a coach it is important now that you select the right person. Here are some tips on what to look for in a good coach or mentor.

Don't just look for someone that you like

It is understandable that some people learn from those that they admire or professionally aspire to become like. There are also people that we learn most from because they are similar (behaviour, qualifications, culture) or have a communication style that they can understand or relate to. Remember, just because you like a person does not mean that they are going to be the best coach or mentor for you at this point in time or for every facet of your development.

Focus on skill

Often the best coaches and mentors are people who are highly proficient or qualified at their job. Some people may have one particular area of their job that they excel in, so it may be worthwhile breaking a job into tasks and selecting coaches or mentors on their area of skill or proficiency.

Look for more than one coach or mentor

The saying "don't put all of your eggs in the one basket" is true when it comes to coaching or mentoring. The reality is that we can't all be good at everything. So it makes sense to have more than one coach or mentor. For example, you may select someone that is highly proficient at negotiation skills and another that is talented with finance or budgets. The advantage of seeking more than one coach or mentor is that it provides you with a diverse range of experiences and exposes you to different methods and styles of communication and leadership.

Seek the unselfish

A good coach or mentor is selfless and is prepared and willing to share their skill and time with others. A good coach or mentor does not expect anything more for their time than a "thank you". A good coach or mentor is not threatened by you and will provide you with honest information, support or advice because they want you to succeed.

Don't just seek the wisest owl

Keep an open mind even those that are young or new to the workforce can make great coaches or mentors. This is particularly the case in emerging areas such as IT. Often these areas are where young people display many talents and excel in the discipline. Additionally young people tend to display enthusiasm for new things and are willing to take on challenges and plunge into different areas often without the fear that older or more experienced workers may display. Therefore their contribution to coaching and mentoring should not be overlooked.

Look for motivation

There is nothing worse than learning from someone who doesn't really want to impart knowledge or who is only doing "it" because they were told to. Motivated coaches and mentors are by far the most effective teachers and leaders because they want to be involved in the experience. They may not always be the best communicators but with patience and time you may find a way to learn from a coach or mentor that suits you.

Keep looking for new mentors or coaches

Don't just stop with one, continue to look for a variety of people who can teach you new or different ways of doing things. Consider looking for people outside of your department, organisation or profession. Professional networks, associations and university alumni groups can often be a good source of finding new coaches and mentors. Consider taking up study or professional development courses and look for opportunities to come across people who may be a coach or mentor in the future.

Finally, one more tip for selecting a good coach or mentor is to be one. The best coaches or mentors give something back and don't forget what it's like to be where you are. So with this in mind, take the opportunity one day to be a coach or mentor for others and to adopt some of the other behaviours found in successful coaches and mentors.

Suggested Reading List:

Tuesdays with Morrie (USA)

Sacred Hoops by Phil Jackson (USA)