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Mentoring or coaching, what’s the difference?

Caroline Sheridan, CEO - Sheridan Worldwide

A joint report* details the key differences between mentoring and coaching, along with the top predictions for how each of these will develop in the coming years, and the anticipated challenges they are expected to help businesses overcome.

The report has been released following data that shows that 70% of employees say they would leave their organisation for one that invests in their development and learning[1].

Some of the predictions included in the report are:

  • A greater focus on Gen Z engagement – with a 134% increase in this generation switching jobs relative to before the pandemic, compared with a 24% increase in Millennials[2], keeping Gen Z employees engaged is crucial for talent retention. It’s expected that reverse mentoring will be used increasingly by organisations to achieve this.
  • The development of team coaching – With teams now working virtually for some or all of the week, it’s become harder to ensure these continue to operate as cohesive units. By embracing team coaching via recent technological advancements, businesses can develop well-trained and highly functioning teams.
  • Supporting internationalisation – the pandemic led to new ways of working, which has in turn allowed more organisations to now operate on a fully global scale. But this brings with it challenges in terms of managing onboarding processes, cultural differences and effective communication. Therefore, digital mentoring and coaching will be crucial in overcoming these barriers.

Speaking on the report, Ed Johnson, CEO of PushFar, said: “Development and learning are becoming ever more valued and important for employees, especially as more and more Gen Z employees enter the workforce and climb their way up the corporate ladder. Organisations both large and small need to make sure they’re meeting these needs, if they’re to retain their talent in the long-term.

“Not just this, as the pandemic has accelerated many businesses’ plans of expanding globally, many are now starting to experience challenges that run hand-in-hand with this – such as effective onboarding processes as well as ensuring productive communication between teams in different locations, time zones, languages and cultures.

“Mentoring is a crucial tool for businesses to help with all of these – from ensuring employees feel more valued, to easing the onboarding process for new starters, and even improving organisational understanding of different cultures – which is why we felt the need to release this white paper in a bid to help companies navigate the new challenges they’re facing.”

Caroline Sheridan, CEO of Sheridan Wrldwide, added: “It is no surprise that in some quarters the demand for business coaching is increasing. We have observed a notable increase in the demand for professional coaching services. Recent statistics show a staggering 2,220% rise in searches for ‘business coach’ and a 1,092% increase[3] in searches for ‘executive coach’. This has risen as a direct result of remote working, the war for talent and business restructuring. Technology is further transforming the way we work, learn and interact. It’s also having a significant impact on how coaching is approached and implemented, allowing for access to elevated levels of expertise.

“Team coaching has become more established over the past two years, and will continue to grow in 2023.

“With the advent of virtual coaching platforms, access to expert coaching is no longer restricted to executives and businesses with extensive resources. These innovative approaches enable cost-effective one-to-one coaching for managers and other employees while also paving the way for potential advancements in executive coaching. We are confident that this trend will continue to democratise the provision of coaching and bring it to new heights.”

*The joint report is by PushFar and Sheridan Worldwide,

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