Coaching vs. Mentoring Cheat Sheet for Educational Leaders

In early childhood services, leadership is relational. Whether you're guiding a new educator or supporting a seasoned team member through change, knowing when to coach and when to mentor is essential. These approaches aren’t interchangeable; they serve different purposes, require different skills, and yield different outcomes. This cheat sheet helps leaders distinguish between coaching and mentoring, apply each effectively, and embed both into everyday practice.

Key Differences at a Glance

Aspect	Coaching	Mentoring
Focus	Performance, skill-building, goal achievement	Growth, wisdom-sharing, long-term development
Duration	Short-term, task-specific	Long-term, relationship-based
Approach	Directive or facilitative	Supportive and reflective
Role of Leader	Coach (asks questions, sets goals, tracks progress)	Mentor (shares experience, offers perspective)
Outcome	Improved practice, measurable results	Professional identity, confidence, sector insight

When to Use Coaching

A new educator needs help mastering documentation tools.
A team member is struggling with time management or transitions.
You’re implementing a new curriculum or compliance framework.
You want to build accountability and track progress.

Try this: Use a goal-setting template with weekly check-ins. Ask open-ended questions like “What’s one thing you’ll try differently this week?”

When to Use Mentoring

An educator is exploring leadership pathways or sector advocacy.
A team member is navigating burnout or career crossroads.
You want to foster reflective practice and sector wisdom.
You’re building a culture of storytelling and legacy.

Try this: Share your own journey. Invite the educator to reflect on their values, passions, and long-term vision. Use symbolic tools like “voice bubble cards” or “identity maps.”

Blending Both Approaches

Great leaders often move fluidly between coaching and mentoring. For example:

Start with coaching to build a skill (e.g., leading a team meeting).
Shift to mentoring to reflect on how leadership feels and what it means.

Tip: Use visual planners or dual-mode feedback sheets that track both skill progress and reflective insights.

Sector-Specific Tools You Can Prototype

Coaching Tracker: A visual goal sheet with progress markers and reflection prompts.
Mentoring Journal: A symbolic diary with space for stories, sector wisdom, and emotional check-ins.
Conversation Cards: Colour-coded prompts for coaching (blue: action) and mentoring (gold: reflection).
Fusion Feedback Templates: Blend compliance goals with emotional literacy and cultural symbolism.