Executive & Career Coaching
Mentoring involves people who have ‘been there and done that’ BEFORE you. They can speak into your life from their experience and support you as you step out on your own. They may be able to tell you the pitfalls or the highlights or the shortcuts that they have experienced along the way and give you guidance if you want to tread that same path. It is particularly appropriate for succession, for helping someone to take over your role.
Coaching does not need someone to have been there before you. It needs someone to be there FOR you, someone who knows how to ask the powerful questions that will help you envision your future and achieve your goals. It is particularly appropriate for someone taking on a new role or project within our ever-changing world, helping us respond efficiently in the current situation while planning for the future.
Managing is a way of monitoring how someone is getting on in a role and is a means of gauging when they will need support or direction. A manager gives you responsibilities and agrees tasks for you to carry out, for example, to deliver a department strategy.
Managers should have regular coaching sessions with their team members. They must think of their team members in terms of future potential not only their past performance. Coaching is about providing guidance, feedback and direction to ensure successful future performance. Managers must not use time constraints as an excuse not to have these discussions. Remember the managers task: get the job result and grow staff. Time and cost pressures limit the latter. Coaching is one process which impacts both.