- About us
- About colleges
-
Corporate services
- Corporate services
- Mental health and wellbeing
- Data Protection/GDPR
-
Employment Services - college workforce
- Employment Services - college workforce
- Employment: How we support members
- Introduction & Employment Helpline
- Absence & Sickness Management
- Contracts and T&Cs
- Disciplinary, Capability & Grievance
- Employment Briefings Library
- Equality, Diversity & Inclusion
- General Employee Relations & HR Issues
- Holiday/annual leave related
- Industrial Relations
- ONS reclassification related guidance
- Pay & Pensions
- Recruitment
- Redundancy, Restructuring & TUPE
- Safeguarding/Prevent
- Workforce Benchmarking, Surveys & Research
- Governance
-
Projects
- Projects
- Get Involved!
- Projects: How we support members
- Resources
- The 5Rs Approach to GCSE Maths Resits
- Apprenticeship Workforce Development (AWD) Programme
- Creating a Greener London – Sustainable Construction Skills
- Erasmus+ EXPECT Project
- Digital Roles Across Non-digital Industries
- T Level and T Level Foundation Year Provider Support Programme
- The Valuing Enrichment Project
- Higher and Extended Project Qualifications
- OfS - Higher Education Social Prescribing Project
- Pears Foundation Youth Social Action Programme: Phase 2
- T Level Professional Development (TLPD) Offer
- T Level Curriculum Macro-Sequencing
- Contact the Projects Team
- DfE Multiply Capability Support Programme
- Creative Arts in FE 2024 – developing student voice through creativity
- Resources/Guidance
- Sustainability & Climate Action Hub
- Partnerships
- Honours Nomination
- Brexit
- Recruitment and consultancy
-
Events and training
- Events and training
- Events
- T Level & T Level Foundation Year Events
- Events and training: How we support members
- Network Meetings
- Annual Conference & Exhibition 2023 Resources
- Previous Events & Webinars
- In-House Training
- Senior Leadership Development Programme
- Introducing AoC's Early Career and Experienced Middle Managers Programme
- Sponsorship & Exhibition Opportunities
- Funding and finance
-
Policy
- Policy
- Meet the Policy Team
- Policy: How we support members
- Policy Areas
- Policy Briefings
- Submissions
- Policy Papers & Reports
- AoC Strategy Groups
-
AoC Reference Groups
- AoC Reference Groups
- Adults (inc. ESOL) Reference Group
- Apprenticeship Reference Group
- Technology Reference Group
- HE Reference Group
- 14-16 Reference Group
- Mental Health Reference Group
- 16-18 Reference Group
- SEND Reference Group
- WorldSkills Reference Group
- HR Reference Group
- Sustainability & Climate Change Reference Group
- EDI Reference Group
- Opportunity England
- Research unit
-
News, campaigns and parliament
- News, campaigns and parliament
- General and mayoral election resources
- Comms advice and resources for colleges
- AoC Newsroom
- AoC Blogs
- Work in Parliament
- AoC Campaigns
- Briefings
- Contact the Communications, Media, Marketing and Research Team
- Communications, media, marketing and research: How we support members
-
Equality, diversity and inclusion
- Equality, diversity and inclusion
- Equality, diversity and inclusion blogs
- AoC’s Equity, Diversity and Inclusion Charter
- Diversity in Leadership
- Black FE Leadership Group and AoC partnership agreement
- AoC's Equity Exchange
- Equality, diversity and inclusion: How we support members
- Equality, diversity and inclusion case studies
- Home
- News, campaigns and parliament
- AoC Newsroom
- How do coaching, mentoring and counselling differ?
How do coaching, mentoring and counselling differ?
A guest post by Andry Anastasiou, Executive Coach, Learning Consultant and Author
Coaching, mentoring and counselling are all types of supportive processes to help you move forward or achieve your goals at work or in life. They all involve using different types of conversations.
What is coaching and mentoring?
A coach assumes the coachee is the expert in the conversation. The coach co-creates a focused listening space where you the coachee can uncover your own solutions.
A mentor has expertise to share in each conversation. They are the expert, helping to guide you with some ideas of what has worked and might work for you. This has some overlap with a manager sharing expertise.
A manager as coach practices coaching skills in management conversation. They see their direct report as an expert. They step away from being the mentor/expert themselves.
Both mentoring and coaching use non-judgemental deep listening and open questions.
What is counselling?
As for counselling. Well that ‘s interesting – great for times of stress and challenge. So more of a ‘problem focused ‘ model. In other words you can use counselling when you are feeling like something isn’t working, or is a challenge or problem.
But coaching and mentoring you generally use even when things are going well e.g. you are enjoying your job or project and its going well, but you have a new responsibility you want to learn to handle.
Taking action and reflecting
You can go to counselling and not be asked to take any action between sessions – so it can be a reflective journey only. You can pretty much guarantee a coach or mentor (or manager as coach) will ask you what actions you will take as a result of the conversation. So the action-reflection cycle is a coaching, manager as coach and mentoring way of working.
The past, present and future
Finally counselling often deals with the long term past e.g teenage years. Instead both coaching and mentoring (and manager as coach) focus more on the recent past, present and future.
We are delighted that Andry will be delivering an online Masterclass for us on ‘The Manager as a Coach’ on 10 November. For more information click here.
The AoC provide recruiting solutions for the FE sector. Learn more about how AoC Services can help with sourcing college governers.