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How can you develop resilience and adaptability in team members using coaching and mentoring skills?

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Resilience and adaptability are essential skills for project leaders and team members in today's complex and uncertain environment. They enable you to cope with challenges, learn from feedback, and embrace change. But how can you develop these skills in yourself and others? One effective way is to use coaching and mentoring skills to foster a growth mindset, support learning, and empower action. In this article, you will learn how to apply some key coaching and mentoring techniques to build resilience and adaptability in your project team.

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Muhammad Shahzad
Maria Laura Orellana

Fundadora en Parmonia Consultores | Obteniendo lo mejor de personas y empresas | Change & Transformation | Podcast Host…

1 Coaching vs mentoring

Coaching and mentoring are both forms of learning and development that involve a supportive relationship between a coach or mentor and a coachee or mentee. However, they have different goals and approaches. Coaching is usually focused on a specific skill or performance issue, and aims to help the coachee find their own solutions through questioning, feedback, and guidance. Mentoring is more holistic and long-term, and aims to share knowledge, experience, and advice to help the mentee grow personally and professionally. Both coaching and mentoring can enhance resilience and adaptability by creating a safe space for reflection, exploration, and experimentation.

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Muhammad Shahzad
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coaching tends to be more focused on specific goals and performance improvement, mentoring takes a broader, more holistic approach to long-term personal and professional development. Both approaches play important roles in supporting individuals in their careers, and organizations may use a combination of coaching and mentoring programs to maximize their impact on employee growth and success.

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2 Growth mindset

Having the right mindset is a key factor in developing resilience and adaptability. A fixed mindset assumes that abilities are innate and fixed, while a growth mindset believes that abilities can be improved. To foster a growth mindset in your team, you can use coaching and mentoring skills such as praising the process instead of the outcome, encouraging curiosity and inquiry, and providing constructive feedback. Recognize and reward the effort, strategies, and progress your team members make. Ask open-ended questions to stimulate thinking, problem-solving, and creativity. And give specific, timely, and actionable feedback to help them improve their performance and learn from their mistakes.

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Maria Laura Orellana

Fundadora en Parmonia Consultores | Obteniendo lo mejor de personas y empresas | Change & Transformation | Podcast Host | 1st Latin American Accredited Official Partner of Agile PeopleOps Framework?
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A growth mindset is critical to resilience and adaptability. It is an everyday practice in different situations, with curiosity, a designed continuous learning cycle, feedback, and humility.

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Muhammad Shahzad
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Developing resilience and adaptability in teams involves fostering a growth mindset through coaching and mentoring. A growth mindset, believing in the ability to improve, is nurtured by praising the process, encouraging curiosity, and providing constructive feedback. Recognize effort, celebrate progress, and model a growth mindset. Emphasize continuous learning, normalize challenges, and create an environment where risk-taking is valued. By incorporating these practices, teams can better navigate change and thrive in dynamic environments.

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3 Learning orientation

Developing a resilient and adaptable team requires a learning orientation from you and your team members. This means focusing on acquiring knowledge, developing skills, and embracing failure, rather than just achieving outcomes and demonstrating competence. To foster this learning orientation, you can use coaching and mentoring skills such as setting learning goals that are SMART but also oriented towards improvement, creating a culture of continuous learning, and supporting self-directed learning. For instance, you can offer your team members access to online courses, workshops, or mentors, and encourage them to seek feedback from peers or customers. This will help your team become more resilient and adaptable in the long run.

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Muhammad Shahzad
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To build a resilient and adaptable team, cultivate a learning orientation where acquiring knowledge and skills is prioritized over simply achieving outcomes. Use coaching and mentoring to set SMART learning goals, emphasizing improvement. Establish a culture of continuous learning, supporting self-directed learning through online courses, workshops, and mentorship. Encourage seeking feedback from peers and customers, fostering long-term team resilience and adaptability.

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4 Action orientation

The final factor that influences resilience and adaptability is the orientation or behavior that you and your team members have towards action and change. A passive orientation avoids or resists change, whereas an active orientation embraces it and takes responsibility. To cultivate an active orientation in your team, you can use coaching and mentoring skills such as building confidence and self-efficacy, challenging and stretching, and facilitating action and accountability. For example, give positive feedback to acknowledge strengths, assign stretch assignments to expand comfort zones, and help create action plans to translate learning into results.

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Muhammad Shahzad
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To enhance resilience and adaptability, foster an active orientation towards change within your team. Utilize coaching and mentoring skills to build confidence, challenge comfort zones, and promote accountability. Provide positive feedback to boost confidence, assign stretch assignments for growth, and assist in creating action plans to translate learning into tangible results. Encouraging a proactive mindset contributes to a team's ability to embrace and navigate change effectively.

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5 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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Muhammad Shahzad
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Emphasize the Power of "Yet": Encourage the use of the word "yet" to highlight that even if someone hasn't mastered a skill or achieved a goal, it's a matter of time and effort. For example, "I haven't mastered this project management technique yet." Promote Continuous Learning: Instill a culture of continuous learning within the team. Emphasize the value of seeking new knowledge, staying curious, and being open to acquiring new skills. Celebrate Effort, Not Just Results: Acknowledge and celebrate the hard work and effort put into tasks, even if the outcome isn't perfect. Recognize that mistakes and challenges are opportunities for learning and improvement.

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How can you develop resilience and adaptability in team members using coaching and mentoring skills?

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1 Coaching vs mentoring

2 Growth mindset

3 Learning orientation

4 Action orientation

5 Here’s what else to consider

Project Leadership

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How can you develop resilience and adaptability in team members using coaching and mentoring skills?

1

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1 Coaching vs mentoring

2 Growth mindset

3 Learning orientation

4 Action orientation

5 Here’s what else to consider

Project Leadership

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