The terms coach, trainer and mentor can often be used synonymously, however, their real functions are truly unique. While a person can perform more than one of these roles, there are some basic differences in what should be expected from each effort and when each one should be used. A coach is usually hired to solve or improve a particular problem. They are usually (though not always) assigned the task of working with a group of people, just as they would if they were a traditional basketball or baseball coach.
A coach's biggest obstacle is usually identifying the main problem. For example, an underperforming sales division may have a lot to do with a local recession and not with a complacent sales team. Being a coach doesn't necessarily involve delving into all the complexities and complications of an office or department, but there must be some level of analysis. If an office has poor morale, a coach will need more than a few topics to change things.
A trainer can be thought of as a teacher for the business world. It's not necessarily your job to motivate or develop an employee's potential, just to impart knowledge on a predefined topic. A trainer and coach are likely to share some key characteristics in this regard, but the trainer's approach focuses on finding the best way for employees to learn a particular skill or concept. A mentor has a much more informal role than a coach or trainer, but it has the power to be more effective than either of the two combined.
The relationship is meant to be professional, one that bridges the gap with the personal. It can be a difficult line to walk, but the right mentor can work with boundaries without crossing them. The biggest difference between a coach and a trainer is both in scope and time. Mentors get to know a person on a deeper level and maintain commitment until they are no longer needed.
Mentors reduce their relationship as their mentee progresses, but they don't necessarily hasten that progress if their mentee isn't ready for it. Ideally, the two people should develop a friendship after the official mentoring ends. A mentor who follows a strict set of guidelines will instantly dehumanize the interaction and turn it into a much more formal role (for example,. Deciding between the three functions cannot be a one-size-fits-all solution.
Not only does it largely depend on what you're trying to do, but also on who you hope to inspire. There will be some overlapping qualities that you'll want in each of these positions. Ideally, all trainers, mentors and coaches should be pleasant, articulate and perceptive. However, establishing specific criteria will go a long way in minimizing wasted time and finding a more streamlined solution to any problem that may arise.
Tags: coaching, mentor training. Although they may seem similar, a coach and coach often perform very different roles. Sometimes confusion arises because people often use these terms interchangeably. However, they are different and a trainer may not necessarily perform the same functions as a coach (and vice versa).
A personal trainer assumes that the client can do anything the coach can do, and is surprised when the client has difficulties. A fitness coach understands that each client has unique limb lengths, movement skills, and restrictions. It's not surprising when the client's form doesn't look anything like the coach's. If training is the first step, training is the second.
Once the initial knowledge transfer is over, coaching helps students improve their skills and evolve beyond the “OK” plateau. The main difference between coach and coach is that the coach instructs, directs and trains a sports team or individual athletes to develop their skills, while the coach helps people achieve their personal health and fitness goals. Coaching and training are used interchangeably so often that many believe that there is no difference between training and training. Coaching takes into account the specific performance of the person being trained and then provides personalized direction.