Section outline

  • Mentoring, Supervision, and Coaching

    Terminology can be confusing, and the words mentoring, supervision, and coaching are often used interchangeably. There is some overlap (and you can blend approaches), but here are the core differences and when to use each.

    Mentoring — Grow the person

    Definition: Broad career & identity development with role-modelling and, where appropriate, sponsorship/networking. Longer-term, mentee-led, reflective.

    Choose when: You want to grow into a new scope/identity, build networks, and translate learning into practice over months.

    Short example

    You’re a junior public health officer aiming to lead community engagement in 12 months. Your mentor helps you map stakeholders, shadow key meetings, and practice a 3-minute advocacy pitch. You meet monthly and keep a one-page update.

    Supervision — Assure the work

    Definition: Standards, governance, and accountability with documented learner/professional progression. Supervisor holds formal responsibility/authority.

    Choose when: There’s risk, regulation, or assessed competence (e.g., incidents, protocols, sign-off for progression).

    Short example

    After an outreach clinic, a data-quality issue is found. Your supervisor reviews the incident against policy, sets corrective actions, captures learning, and signs off competence once standards are met.

    Coaching — Achieve a goal

    Definition: Focused, time-bound series (often 2–6 sessions) to reach a performance or leadership goal, using structured tools and rehearsal.

    Choose when: You must perform a task soon (presentation, negotiation, difficult conversation) or build a specific behaviour.

    Short example

    You’re presenting a vaccine-uptake plan next week. A coach runs two rehearsals (e.g., GROW): sharpen the key message, practice delivery, agree adjustments, and set a rehearsal schedule.

    🔑 Key Differences At a glance

    Dimension Mentoring Supervision Coaching
    Primary focus Growth, identity, navigation, opportunities Safety, standards, compliance, progression Specific performance/leadership goal
    Time horizon Medium–long term (months) As required by policy/rotation Short, fixed series (weeks)
    Who leads Mentee leads agenda; mentor supports Supervisor directs; formal authority Coach structures sessions & tools
    Accountability Gentle accountability; reflective evidence Formal accountability; records & sign-off Task/behaviour change; session outcomes
    Typical outputs Stakeholder maps, networking, PDP, portfolio Compliance logs, incident reviews, competency sign-off Rehearsal plans, action lists, skill checklists
    Common tools One-page updates, reflective prompts Policies, standards, governance templates GROW, CLEAR, rehearsal/feedback loops

    Mix as needed: Most organisations pair supervision for safety/standards, with coaching for near-term goals, and mentoring for longer-term development.