What is coaching?

Coaching is a structured, purposeful partnership where a coach works with an individual (the coachee) to help them explore challenges, reflect, and unlock their own solutions. Rather than giving advice, coaches use questioning, active listening, and evidence-based techniques to increase self-awareness and improve performance.

  • A non-directive approach, empowering the coachee to find their own answers.
  • A focus on specific goals, such as leadership development, confidence, communication, or behaviour change.
  • Short, focused session that offers flexibility around organisational needs.
  • A safe and supportive space where individuals can pause, think, and stretch their capabilities.
  • Delivery by professionally trained and accredited coaches.

In summary, coaching helps people think differently, grow confidence, and change behaviours in order to improve performance.

Benefits of coaching for teams and organisations

Workplaces today operate in what is often described as a VUCA world, a world where things are volatile, uncertain, complex and ambiguous. This term was coined in the 1990s, but it is still relevant today, especially for public-sector organisations, having to work with partners in complex systems. Increasingly, organisations also refer to BANI (brittle, anxious, nonlinear, incomprehensible), reflecting the fast pace of change and rising workforce pressures.

Because of this environment, public-sector organisations and partners working in complex systems need adaptable, supported, and resilient teams. Coaching helps achieve that.

Coaching improves:

  • Leadership capability
    Helping leaders navigate change, lead with clarity and compassion, and build psychologically safe teams.
  • Organisational behaviour
    Supporting culture change, collaboration, and reflective practice.
  • Wellbeing and resilience
    Reducing stress, improving confidence, and creating space for personal growth.
  • Communication and relationships
    Enabling people to have better conversations, give constructive feedback, and manage conflict.

According to a survey by the International Coaching Federation (2009), more than 70% of people who receive coaching report positive outcomes.

Coaching supports individual, team, and organisational growth by developing skills that help people thrive in complex working environments.

What is mentoring and how does it differ from coaching?

Mentoring is a developmental relationship where a more experienced colleague (the mentor) shares insights, guidance and advice to support someone less experienced in their career (the mentee). Mentors do not need to be professionally qualified as their advice is based on their expertise and lived experience, rather than coaching techniques, however there are qualifications that can be valuable in such a role.

Mentoring usually:

  • Focuses on career development and long-term professional growth.
  • Involves a longer-term relationship between the mentor and mentee.
  • Relies on trust, respect, and open communication.
  • Is often more directive, with the mentor providing advice and guidance.
  • Works best when both parties experience mutual learning.

While mentors do not need professional qualifications, relevant training or structured frameworks can strengthen consistency and impact.

In summary, mentoring supports knowledge-sharing, networking, and career progression by offering guidance based on real-world experiences.

Coaching vs mentoring comparison table

Area Coaching Mentoring
Purpose Improve performance, behaviour and skills Support long-term career development
Approach Non-directive – questions, reflection Directive – advice, guidance
Focus Specific goals and challenges Broader professional journey
Timescales Short-term or time-bound Ongoing, long-term
Expertise needed Professional training, coaching methods Experience in the field or role
Who drives the agenda? The coachee The mentee, with mentor guidance
Type of learning Discovery and self-development Knowledge transfer and lived experience

Coaching skills course with Skills for Justice

Our introductory coaching skills course helps learners understand the core principles and practices of workplace coaching. It is ideal for:

  • Managers and leaders looking to enhance their coaching style
  • Teams seeking a more reflective and supportive culture
  • Organisations developing coaching capability
  • Individuals deciding whether to pursue further coaching qualifications
  • Leaders wanting to refresh their existing skills.

The course can also form part of a continuous professional development (CPD) pathway for anyone involved in people management, leadership, or organisational development.

Get in touch

Get in touch today to find out how we can help your team grow through coaching.

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Webinar: How to build a coaching culture – a justice perspective

Watch this webinar on-demand

Watch our on-demand webinar which explore how organisations can create a culture built on support, shared learning, and reflective practice.

This session includes insights from:

  • John Mark Williams – The Institute of Leadership and Management (ILM)
  • Keith Fraser – Chair of the Youth Justice Board for England and Wales (YJB)

Discover practical advice on embedding coaching into everyday working life and improving performance and service delivery.

Coaching vs mentoring FAQs

1. What is the main difference between coaching and mentoring?

Coaching helps individuals develop their own solutions, while mentoring offers advice based on the mentor’s experience.

2. Which is better: coaching or mentoring?

Neither is better – they serve different purposes. Coaching supports performance and behaviour change; mentoring supports long-term career development.

3. Can coaching and mentoring be used together?

Yes. Many organisations use both approaches to strengthen workforce capability and leadership pipelines.

4. How does coaching support organisational performance?

It builds confidence, improves communication, supports resilience, and helps teams navigate complexity.

5. Do mentors need formal qualifications?

No, but training helps create structure, consistency, and quality in mentoring programmes.