Mentoring relates to a process of identification and nurturing of potential for the whole person and/or organizational human resources and it is an indefinite, relationship-based activity with several specific but wide-ranging goals. This could be a long-term relationship, where the goals may change in the process but are always set by the mentee. The mentor is a facilitator who works with either an individual or a group of people over an extended time period. The mentee owns both the goals and the process. Feedback comes from within the mentee – the mentor helps them to develop insight and understanding through intrinsic observation, that is, becoming more aware of their own experiences. It does not have to be a formal process. Mentoring seeks to build wisdom – the ability to apply skills, knowledge and experience to new situations and processes.

‘Coaching is a performance improvement process (often short-term) in a specific skills area focusing on meeting very specific objectives within a set period of time. The goals process takes place on a one-to-one basis and has a very specific purpose, intermediate or sub-goals which are typically set with or at the suggestion of the coach. While the learner has primary ownership of the goal, the coach has primary ownership of the process. In most cases, coaching involves direct extrinsic feedback. Coaching is usually a planned programme with a much shorter timeframe than in mentoring, so the learning goals are usually determined in advance. concerned with performance and the development of certain skills.