Coach and Trainer
During undergraduate and graduate school, no doubt you were asked, “What do you want to do when you graduate?” The answer was likely based on information you gathered from mentors, faculty, peers, and family. When starting to craft our expertise and training into a professional career, we more acutely observe what others around us are doing. It is only natural to compare our skills and interests with potential aspirations. Sometimes those aspirations seem obtainable, other times, not so much. Often, we find it challenging to connect career goals with a path for success. This does not have to be difficult, if you create a PLAN!
Training is in Group and the trainer controls the content.
Coach and Counselor
Coaching and counseling share many core skills and both of these activities are one-to-one conversations; however, their tone and purpose are very different:
- 1.Coaching addresses workplace performance, whereas counseling usually addresses personal issues.
- 2.The goal for coaching is targeted at improving an individual’s performance at work, whereas with counseling the aim is to help the person understand and identify the root cause of their long-term performance problem or work issue.
- 3.Coaching an individual in corporations implies there are other stakeholders who are interested and who need that person to develop the required skill or competency. These stakeholders may be co-workers, customers or suppliers. Counseling can address psychological and social issues that are affecting a person’s own performance.
Coach and Mentor
They are both one-to-one conversations. A Mentor is usually a more senior person with high experience than the person being mentored and this enables them to share experience and dispense advice.
In contrast, a coach does not typically pass on experience or give advice, but rather uses questions and feedback to facilitate the coachee’s thinking and practical learning.