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4 Different Types of Coaching & Mentoring

One of the best things about Coaching and Mentoring programmes is that they can be tailored to suit any company culture and available resources. There are four key models of Coaching and Mentoring. Understanding how each of these works will empower you to choose the best option for your organisation. Choosing wisely also means that those receiving Mentoring and Coaching services will get exactly the help they need in a way that is in keeping with the business and employee goals and objectives.

C and C blog


This is far and away the most common form of Mentoring or Coaching. It is tried, tested and proven and involves a Mentor and a Mentee meeting to talk and develop. It allows both to build a strong, effective relationship and gives individual support which many people react to better than group direction. The only real limitation on this technique is the availability of the mentor/coach and the number of individual staff members they are able to see.


Similar to one-on-one, the Coach or Mentor will work individually with a single person. But it is less organised and the person seeking help chooses who to ask for advice. This can create mismatched relationships that do not benefit either party. There is also no guarantee that the Mentor will be able to do everything the Mentee wants. On the up side it’s a very easy to implement solution for businesses that require little support or resource commitment.


Group-based solutions put one Mentor or Coach with four or more employees at any one time. This means the group is working with both Senior influencers and also with their peers. The hope is they all help each other to learn and develop. This is slightly less personal than one-on-one and can run up against time constraints due to the number of people involved. A good Mentor or Coach should be able to make this work for all members of the group. This option is often favoured by business leaders because it fosters a connected company culture and helps build stronger interpersonal relationships.

Training Based

This model would be tied directly to a training programme. Mentors or Coaches are assigned to specific staff members to help them develop specific skills taught in the programme. This focuses on the subject and limits the development of a broad range of skills. But if money is being spent on training this can re-enforce those sessions and help the employee excel.

Will you be trialling any of these Coaching/Mentoring session types within your business? Let us know how you get on with them on our social media pages.

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