Early in my career, I often attended medical school alumni reunions where conversations would inevitably begin with the same question: 

“Who was your mentor?” 

I was always struck by the stories. Physicians spoke about professors and senior colleagues who had influenced them far beyond the classroom—individuals who shaped not only their careers but also the way they thought about medicine, leadership, and life. Those relationships left such a lasting impression that decades later, they remained the centerpiece of nostalgic conversations. 

The Power of Mentoring 

I can honestly say that I wish I had a mentor during my early years as a fundraising leader. There was no one whose path I could closely follow or to whom I could turn for trusted advice. Instead, I made decisions based on what I believed was in the best interest of the institution, learning many lessons through experience rather than guidance. 

That realization stayed with me throughout my career. 

Years later, while at Johns Hopkins, I helped launch a university-wide mentoring program that paired experienced leaders with emerging professionals committed to growing in their careers. Even today, four years into my retirement, I continue to mentor two colleagues from Hopkins because I believe those relationships remain among the most meaningful investments we can make in the next generation. 

Mentoring is, at its core, the transfer of wisdom. 

Its purpose is not to solve today’s problem but to prepare someone for tomorrow’s opportunities. A mentor shares experiences, lessons learned, perspective, and occasionally cautionary tales. Over time, mentoring builds confidence, judgment, and professional maturity. 

The Power of Coaching 

Leadership coaching, however, serves a different purpose. 

Several years into my career, I completed Georgetown University’s Leadership Coaching Certificate program. By then, I had spent more than twenty-five years leading organizations, and I remember thinking, What could I possibly learn that experience hasn’t already taught me? 

I couldn’t have been more mistaken. 

The defining difference between coaching and mentoring is that coaching is fundamentally about behavioral change. A coach doesn’t simply provide answers. Instead, they ask thoughtful questions, challenge assumptions, encourage self-reflection, and help individuals commit to new behaviors that become lasting habits. 

Knowledge alone rarely changes performance. 

Behavior does. 

Why You Need Both 

So, should you have a mentor or a leadership coach? 

My answer is simple: Yes. Both. 

Think of mentoring as receiving the benefit of someone else’s experience. Think of coaching as unlocking your own potential through intentional behavioral change. Together, they create a powerful combination. 

Our profession has never been more demanding. Today’s advancement leaders navigate health system mergers, physician engagement, organizational change, talent management, volunteer leadership, C-suite expectations, and increasingly sophisticated donor relationships. The complexity is real. 

No one ever promised leadership would be easy. 

The more important question is: Who do you turn to when it isn’t? 

The Characteristics of Effective Leaders 

The strongest leaders I have known consistently develop several core competencies: 

• Exceptional communication
• Sound decision making
• Organizational design and strategic thinking
• Talent recruitment, development, and retention
• Financial stewardship
• And perhaps most importantly, the humility to recognize their own weaknesses and either strengthen them or surround themselves with people whose strengths complement their own. 

The very best leaders also share another characteristic. 

They know what truly matters each day. They focus on a handful of meaningful priorities rather than an endless to-do list. And when they meet with people—whether staff, physicians, volunteers, or donors—they are fully present. 

Measuring What Matters 

Unfortunately, our profession often measures us by a single question: 

“How much money have you raised this month? This year?” 

And, of course, the expectation is that the answer is always more than last year. 

While results matter, sustainable growth is rarely achieved through pressure alone. It comes from continuously growing as a leader, learning from experience, measuring your progress, and intentionally improving your behaviors. 

Whether that growth comes through a trusted mentor, an experienced leadership coach, or—if you’re fortunate—both, the investment will pay dividends throughout your career. 

If I had to do it all over again, I wouldn’t choose between mentoring and coaching. 

I’d ask for a double scoop. 

Join Steve Rum, AHP Executive Advisor and founder of Steve Rum Consulting, for a candid discussion on Tuesday, October 27 about why leaders benefit from both forms of support. Drawing on 30+ years of personal experience as a healthcare philanthropy executive, mentor, and leadership coach, Steve will explore how mentoring and coaching differ, how they complement each other, and how to recognize what kind of support you need at this point in your career. You can find the registration link here: https://bit.ly/3VdLJoQ.