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How can you determine when to use mentoring or coaching in your executive role?

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As an executive, you have the responsibility and opportunity to develop your team members and help them reach their full potential. But how do you know when to use mentoring or coaching as a development tool? What are the differences and benefits of each approach? And how can you apply them effectively in your executive role? In this article, we will explore these questions and provide some practical tips for choosing and using mentoring or coaching in different situations.

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1 What is mentoring?

Mentoring is a long-term relationship between a senior and a junior person, where the mentor shares their knowledge, experience, and advice with the mentee. Mentoring is usually informal, voluntary, and driven by the mentee's needs and goals. The mentor acts as a role model, a guide, and a supporter for the mentee, helping them to learn from their successes and failures, navigate their career path, and overcome challenges. Mentoring can also benefit the mentor, as they can gain new perspectives, insights, and skills from the mentee.

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Rachel Collar - HR Rockstar????

Executive, Leadership & Career Coach | Strategic HR Consultant | Vice President of Northamptonshire & Milton Keynes Chamber of Commerce | Non-Executive Director | Trustee | Top 100 UK f:entrepreneur | Double #SBS Winner
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Mentoring is indeed a powerful and mutually beneficial relationship. To enhance the mentoring experience, I'd recommend that mentees actively communicate their goals and expectations to their mentors. Clear communication can help mentors tailor their guidance more effectively. Additionally, mentors can encourage mentees to take ownership of their development and set specific milestones to track progress. This collaborative approach can maximise the value of the mentoring partnership for both parties.

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2 What is coaching?

Coaching is a short-term, structured, and goal-oriented process, where a coach helps a coachee to improve their performance, skills, or behavior in a specific area. Coaching is usually formal, contracted, and driven by the coach's questions and feedback. The coach acts as a facilitator, a challenger, and a partner for the coachee, helping them to identify their strengths and weaknesses, set and achieve SMART goals, and find their own solutions. Coaching can also benefit the coach, as they can enhance their communication, listening, and problem-solving skills.

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3 When to use mentoring?

Mentoring is most effective when the mentee needs to acquire broad, long-term, and strategic skills and knowledge, such as leadership, vision, or culture. Mentoring is also suitable when the mentee wants to explore their career aspirations, values, and motivations, or when they need a trusted and experienced person to support them through transitions, crises, or dilemmas. Mentoring can help the mentee to develop their confidence, identity, and network in their organization or industry.

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Suresh Babu S

Business Coach | AI Integration Specialist | Helping Entrepreneurs & Enterprises Leverage AI for Productivity & Growth |
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It's absolutely fine to mentor, when you are a Subject Matter Expert (SME) and your expertise is relevant. Here the key word is relevance. Being a Subject Matter Expert and that too several years, decades back might not be the right thing, for mentoring someone as things are changing at a rapid speed.

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4 When to use coaching?

Coaching is most effective when the coachee needs to develop specific, short-term, and tactical skills and knowledge, such as time management, delegation, or feedback. Coaching is also suitable when the coachee wants to improve their performance, results, or behavior in a certain area, or when they need a neutral and objective person to challenge them and hold them accountable. Coaching can help the coachee to enhance their awareness, action, and learning in their role or project.

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5 How to be a mentor?

To be a successful mentor, expertise, empathy, ethics, and enthusiasm are essential qualities and skills. You must have relevant and credible knowledge and experience in your field and be willing to share it with your mentee. You must also be able to understand and relate to their feelings, needs, and goals, maintain confidentiality, trust, and boundaries, and show genuine interest and care for them. Additionally, you should have the passion and energy to inspire and encourage your mentee.

When it comes to best practices, you should establish a clear agreement with your mentee about the purpose of the relationship. Listen actively and attentively to your mentee, share stories, insights, and advice without imposing on them. Provide constructive feedback that acknowledges their efforts and progress. Finally, connect them with other resources or people that can help them achieve their goals or overcome their challenges.

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6 How to be a coach?

To be a successful coach, you need to possess competence, curiosity, communication, and challenge. This means having certified training and experience in coaching, the ability to ask powerful questions, the ability to listen actively and communicate clearly, as well as the courage and confidence to challenge your coachee's assumptions. Additionally, following best practices is essential for success. This includes establishing a clear and mutual contract with your coachee, creating a safe environment, using a structured and flexible coaching process, providing timely and specific feedback, following up and following through with your coachee, and ensuring they are committed and accountable for their actions.

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Suresh Babu S

Business Coach | AI Integration Specialist | Helping Entrepreneurs & Enterprises Leverage AI for Productivity & Growth |
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Coaching in my view is making your Coachee, think which they would not have thought, otherwise. Yes, it's a partnership where the coach challenges the coachee and make them ponder. Yes, here the Coachee speaks more than a Coach and the right question at right time, to make the coachee think in right direction will be the AHA Moment. Unlike Mentoring, Guiding, the Coach is not expected to be a Subject Matter Expert, however one who is certified as a Coach, either from ICF or from Gallup University, like me. Yes, as mentioned effective listening is the key. Want to continue the conversation? Let's catch up!

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you determine when to use mentoring or coaching in your executive role?

1

2

3

4

5

6

7

1 What is mentoring?

2 What is coaching?

3 When to use mentoring?

4 When to use coaching?

5 How to be a mentor?

6 How to be a coach?

7 Here’s what else to consider

Executive Coaching

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How can you determine when to use mentoring or coaching in your executive role?

1

2

3

4

5

6

7

1 What is mentoring?

2 What is coaching?

3 When to use mentoring?

4 When to use coaching?

5 How to be a mentor?

6 How to be a coach?

7 Here’s what else to consider

Executive Coaching

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