Coach & Mentor Others

Do you like to see that moment when someone learns something new and the light bulb comes on in their eyes?  I believe that it is part of professional responsibility to share your knowledge with others.  One of the best ways to do that is to be constantly developing your employees.  Employees need to be given more information than they typically are given about the operations that they work within.  The supervisor says "Do this", and "Do that".  The leader says "Here is why we need to do this or that".  Team members with a greater understanding of the objectives that are to be accomplished come to the table with rich ideas and input as to how to reach the objectives.

COACHING:

A process of facilitating an individual’s development through giving advice and instruction, encouraging hands-on experiences, observing performance, and giving honest and immediate feedback (Manion, J. 1998). Coaching is purposeful and targeted and usually short-term.


A coach is a person who teaches and directs another person via encouragement and advice. (Lamb-White, J. 2008)

Coaches do not need any specialist experience within the area in which they are offering support. They do not offer “professional” advice. They are skilled in questioning and teaching. (Clutterbuck, 2004)

It is the coaches’ role to enable the individuals to find answers within themselves and is dependent upon each individual’s motivation to succeed. (Clutterbuck, 2004)

Sets mutual goals – defines expectations

Three Ways to Influence Others



MENTORING:   Defined as a person who gives another person help and advice over a period of time and often teaches them how to do their job. Mentoring is a more rare and random experiences.

Mentoring refers to the developmental relationship with a more experienced “expert” and a less experienced (and usually younger) protégé. (Lamb-White, 2008)

Mentors are usually experts within their particular field and have a wide-ranging and recognized wealth of experience within the field in which they are advising and supporting others. (Clutterbuck, 2004)

The mentor supports and guides the individual as part of a developmental path (helps to open doors, shares experiences, provides contacts/resources and widen networking opportunities) (Clutterbuck, 2004)

Mentoring relationships can go on for a long time, seeing progress through many stages and often survive through numerous relocation and career changes (Clutterbuck, 2004)





As a leader, you have a responsibility to coach those under your care, yes I said it, under your care (your employees) to their peak performance.  If people are not growing under your leadership either they have a problem or you do.  If you are fortunate a few of them will approach you and want more.  They may ask you to enter a mentorship relationship.  Mentors are selected by mentees.  Agreeing to mentor someone is answering a high calling and it is a big responsibility.  It means you really have to careful of your actions on a bad day.  Oh nevermind, people are already watching you anyway!