2018
DOI: 10.1002/yd.20284
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Distinguishing Mentoring, Coaching, and Advising for Leadership Development

Abstract: Mentoring, coaching, and advising are often confused as similar interactions with developmental intent, yet their scope, purpose, and utility in leadership development are distinct. The purpose of this chapter is to provide clarity as to what constitutes mentoring, coaching, and advising for leadership development and to compare and contrast each relationship type.

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Cited by 29 publications
(43 citation statements)
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“…Mentoring for leadership development requires long‐term investment in both personal development as well as leadership empowerment (Campbell et al., 2012). In comparison to other developmental interactions such as coaching or advising, Hastings and Kane (2018) highlight mentoring as a process, not an event; thus, mentoring for leadership development is not well‐suited for short‐term, skill‐based development. Due to the investment in personal development, mentoring relationships require commitment from both mentor and mentee to engage in a close relationship.…”
Section: Factors That Contribute To Effective Mentorshipmentioning
confidence: 99%
“…Mentoring for leadership development requires long‐term investment in both personal development as well as leadership empowerment (Campbell et al., 2012). In comparison to other developmental interactions such as coaching or advising, Hastings and Kane (2018) highlight mentoring as a process, not an event; thus, mentoring for leadership development is not well‐suited for short‐term, skill‐based development. Due to the investment in personal development, mentoring relationships require commitment from both mentor and mentee to engage in a close relationship.…”
Section: Factors That Contribute To Effective Mentorshipmentioning
confidence: 99%
“…(Table 1) Mentorship can be defined as a relationship between a mentor and mentee in which the mentor shares useful experience, knowledge, skills and offers advice, guidance, support, or opportunities to a mentee for overall development. [1][2][3][4][5][6]9,20,21 Aspects of mentoring overlap with coaching and being an advisor, but in its entirety, it encompasses much more. 20 A mentor focuses on long-term mentee professional growth without an absolute structure whereas a coach aims to improve short term performance or impart a skill using a structured program in a unidirectional, nonreciprocal interaction.…”
Section: Introductionmentioning
confidence: 99%
“…[1][2][3][4][5][6]9,20,21 Aspects of mentoring overlap with coaching and being an advisor, but in its entirety, it encompasses much more. 20 A mentor focuses on long-term mentee professional growth without an absolute structure whereas a coach aims to improve short term performance or impart a skill using a structured program in a unidirectional, nonreciprocal interaction. 20 An advisor offers formal professional advice, for a given field, whereas a mentor provides a mentee both formal and informal advice in both professional and personal matters related to mentee growth and overall progression.…”
Section: Introductionmentioning
confidence: 99%
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