The phrase “horses for courses” dates back to racing in the 1890s. Certain horses performed better on certain tracks. It wasn’t just about flat racing versus jumping, it was about matching the right horse to the right terrain.
I love that as a metaphor for development work. Because when it comes to coaching, mentoring, team development and training, one size does not fit all.
Over the past year I’ve been invited to speak at conferences, mentoring events and coaching weeks about some simple questions. What’s the difference between coaching and mentoring? Between group coaching and team coaching? Between a workshop and a training session?
If we don’t understand the difference, we can’t choose wisely. Choosing wisely matters.
Coaching vs Mentoring
In its purest form, coaching starts from the premise that the client already has the answers. My role as a coach is to ask powerful questions, facilitate thinking and help clarify action. I don’t add content. I don’t share my stories. At the end of a true coaching session, the client knows nothing new about me, because everything has come from them.
It’s empowering. The coachee is entirely responsible for their progress.
Mentoring is different. Mentoring is “been there, done that, got the t-shirt.” It draws on experience. When I mentor, particularly with Finance Directors who know I’ve sat in their seat, they may ask, “What have you seen work in this situation?” I can share examples or insights. They still make their own decisions. I’m not telling them what to do, as that would be consultancy. I am offering perspective from someone who has walked the path before.
Both are valuable. Both serve different purposes. Horses for courses.
Group Coaching vs Individual Coaching
Group coaching is not simply “one-to-many advice.” When I run a group coaching session, each individual is working on their own goals. The questions are open and elegant enough that every participant can apply them in their own context.
If there are twenty people in the room, they’re not all sharing every answer. They’re reflecting, writing, thinking. The process is shared, but the goals are personal.
Individual coaching, of course, allows for deeper exploration of one person’s specific context. It often embeds learning more effectively because we can tailor every nuance to that individual.
Sometimes starting as a group and then following up one-to-one gives the best return on investment. Again, it depends on the terrain.
Team Coaching vs Group Coaching
This is where confusion often creeps in. The key difference is this: who is the coachee?
In group coaching, the individuals are the coachees. They just happen to be in the same room.
In team coaching, the team itself is the coachee. We explore the team’s shared purpose, goals and ways of working. We align thinking. We strengthen collaboration. The focus is collective performance, not personal objectives.
Quite often, I’ll begin with team coaching to clarify the shared destination, then move into individual coaching or mentoring to help each person perform at their best within that system.
Just as you wouldn’t enter a dressage horse into a show jumping competition and expect brilliance, you can’t apply the wrong development approach and expect transformational results.
I’m Curious
When you hear people talk about coaching or mentoring, are they really clear which they mean? Have you experienced coaching that was actually mentoring, or vice versa? If you were looking for support right now, would you be seeking a coach or a mentor?
I would love to hear your experiences, because I’m always interested in how people experience different approaches.
If you’d like to share your thoughts, do drop me a note or call for a chat. I’d love to hear what’s worked for you and what hasn’t.
You can email me at info@wildempowerment.com or call me on 07766 004964. I’m really looking forward to hearing from you!
