Coaching and Mentoring are similar in that they both help people to solve their own problems with the help of the skills and experience of a Coach or Mentor empowering and guiding them to find their own answers. Clutterbuck (2004) describes how
developmental relationships transition through five phases: rapport building, direction setting, progress making, winding down, and moving on.

Downey (2003) defines Coaching as unlocking, empowering and facilitating potential: i.e. the Coachee is supported in finding their own options rather than being provided with solutions. With regard to workplace Coaching, Greene & Grant (2003) focuses on the collaborative, solution-focused, results-oriented, systematic process of Coaching within an organisational framework.