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How can you develop your coaching and mentoring skills to support your team's professional development?

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As a case manager, you have a vital role in helping your team members grow and improve their performance. Coaching and mentoring are two key skills that can help you support your team's professional development and foster a positive work environment. But how can you develop these skills and apply them effectively? Here are some tips to help you become a better coach and mentor for your team.

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Tanvi Shukla

Gold Medalist | Clinical Research & Documentation Specialist | Pharmaceutical Chemistry | Healthcare Innovator |…
Georgina (Gina) A.

Workforce Development Warrior | Recruitment, Admissions, and Enrollment Manager | Client Services and Community…
Dr.mohammed abou arab

MBA | C.O.O VICTORIA HOSPITAL'S | MEDEX healthcare | Medical Insurance Director At Agriculture Bank of Egypt (ABE)…

1 Understand the difference

Coaching and mentoring are often used interchangeably, but they have different goals and approaches. Coaching is a short-term, task-oriented process that focuses on improving specific skills or behaviors. Mentoring is a long-term, relationship-oriented process that focuses on providing guidance, support, and feedback. Both coaching and mentoring require active listening, empathy, and communication skills, but they also have different methods and tools.

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Tanvi Shukla

Gold Medalist | Clinical Research & Documentation Specialist | Pharmaceutical Chemistry | Healthcare Innovator | Helping Professionals master Linkedin to grow their careers
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Improving coaching and mentoring skills to support a team's professional development involves several key strategies. First, active listening is crucial. It means not just hearing but understanding their concerns, challenges, and goals. This allows you to tailor your guidance to their specific needs. Next, create a supportive and open environment where team members feel comfortable seeking guidance and feedback. Regular one-on-one sessions can provide a platform for discussing their progress, addressing any roadblocks, and setting goals. Constructive feedback is valuable in highlighting areas for improvement without discouraging them.

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Dr.mohammed abou arab

MBA | C.O.O VICTORIA HOSPITAL'S | MEDEX healthcare | Medical Insurance Director At Agriculture Bank of Egypt (ABE) Alexandria Branch
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demonstrate the skills and behaviors that you expect from them, and share your own experiences and insights that can help them learn and grow. You should also encourage your team members to share their best practices with each other, and create a culture of learning and collaboration within your team

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Venkat Ramkrishnan

C.E.O, AAR KAY Management Consultants
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As a coach and mentor, lead by example. Demonstrate a commitment to your own growth and development, inspiring your team members to do the same. Celebrate Progress and Achievements: Celebrate the progress and achievements of your team members as they reach their development goals.

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Marlina Malone

Clinical Disability Specialist at Sedgwick
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In order to help foster growth and development within a team using your strengths and clearly understanding your role while staying flexible,reliable and positive with the ability to help your team as much as you can, by being cooperative and willing to work hard, will make a good impression on everyone.

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Daniel Nakasato

Coach | Mentor | Palestras e Aulas | Pesquisa Clínica | Lideran?a | Manager, Clinical Operations | Trainer em Programa??o Neuro-linguistica
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Saber a diferen?a entre os vários tipos de suporte que um gestor pode ter é fundamental. Indico um livro do Robert Dilts - "From Coach to Awakener" - para entender os tipos diferentes de suporte que podemos ter e principalmente para desmistificar os falsos coachs. Ser guia, professor, coach, mentor, sponsor entre outros exige prepara??o e muito auto-conhecimento.

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2 Assess your team's needs

Before you start coaching or mentoring your team, you need to assess their needs and expectations. What are their strengths and weaknesses? What are their goals and challenges? What are their learning styles and preferences? How do they respond to feedback and criticism? You can use various tools, such as surveys, interviews, performance reviews, or self-assessments, to gather this information. Based on your findings, you can decide whether coaching or mentoring is more appropriate for each team member and tailor your approach accordingly.

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Daniel Nakasato

Coach | Mentor | Palestras e Aulas | Pesquisa Clínica | Lideran?a | Manager, Clinical Operations | Trainer em Programa??o Neuro-linguistica
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Saber identificar esses pontos durante uma conversa sem ter que fazer o outro preencher um questionário leva tempo. Engajar-se com o seu time, entender e conhecê-los a fundo. Também tem que mostrar interesse verdadeiro para conhecer tudo o que eles estiverem dispostos a se entregar e n?o for?ar a barra. O lider deve ser vulnerável para conseguir se conectar ao seu time e ainda se manter aberto as diversidades do seu time.

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3 Set clear and realistic objectives

One of the key elements of effective coaching and mentoring is setting clear and realistic objectives for your team members. These objectives should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. They should also be aligned with your team's and organization's goals and values. You should involve your team members in setting their own objectives and agree on how you will monitor and evaluate their progress. This way, you can create a sense of ownership and accountability for their development.

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Daniel Nakasato

Coach | Mentor | Palestras e Aulas | Pesquisa Clínica | Lideran?a | Manager, Clinical Operations | Trainer em Programa??o Neuro-linguistica
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Existem vários tipos de metas: SMART, GROW, SCORE. Procure o framework que se enquadra melhor ao seu time. Trace metas junto com eles para que eles entendam que é necessário tê-las e depois disso, deixe que eles fa?am sozinhos. é importante ter o tempo para ensinar e guiar antes de delegar.

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4 Provide constructive feedback

Feedback is essential for coaching and mentoring, as it helps your team members identify their areas of improvement and celebrate their achievements. However, feedback should be constructive, not destructive. This means that you should focus on the behavior, not the person, and provide both positive and negative feedback in a balanced and respectful way. You should also use the sandwich method, which consists of starting and ending with a positive comment and inserting a negative comment in between. This way, you can avoid demotivating or discouraging your team members.

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Daniel Nakasato

Coach | Mentor | Palestras e Aulas | Pesquisa Clínica | Lideran?a | Manager, Clinical Operations | Trainer em Programa??o Neuro-linguistica
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Feedback deve ser sempre dado de maneira rápida e no privado. Um feedback de um ponto de melhoria deve ser dado somente ele sem colocar coisas boas no meio. Depois do feedback, dê tempo para o outro pensar no plano de a??o e discuta depois de uma semana o que o outro pensou. Eu gosto de usar um feedforward que usa um acr?nimo SBIO - Situation, Behaviour, Impact and Objective from now on.

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5 Use effective questions

Another important skill for coaching and mentoring is using effective questions. Questions can help you stimulate your team members' thinking, challenge their assumptions, encourage their reflection, and guide their actions. However, not all questions are equally effective. You should avoid closed-ended questions that only require a yes or no answer, and use open-ended questions that invite elaboration and exploration. You should also use probing questions that dig deeper into the issue, and empowering questions that inspire confidence and action.

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Demetrius Kirk, DNPc, MBA,MSN, RN, LNHA, LSSGB, PAC-NE, QCP

Elite Healthcare Turnaround Executive | Healthcare Systems Transformation Expert | CMS Regulatory Expert | Operational Excellence Strategist | Executive Leadership Coach
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Mastering the art of effective questioning is a pivotal skill in coaching and mentoring. Skillful use of questions empowers you to ignite critical thinking, challenge assumptions, foster reflection, and steer your team members toward actionable insights. Opt for open-ended questions that encourage thorough exploration, steering clear of closed-ended ones that elicit only yes or no responses. Incorporate probing questions to delve deeper into issues and empowering questions that instill confidence and inspire decisive action. This nuanced approach to questioning enhances your coaching and mentoring impact, fostering robust professional development within your team.

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6 Model and share best practices

Finally, as a coach and mentor, you should model and share best practices with your team members. This means that you should demonstrate the skills and behaviors that you expect from them, and share your own experiences and insights that can help them learn and grow. You should also encourage your team members to share their best practices with each other, and create a culture of learning and collaboration within your team. This way, you can foster mutual trust and respect, and enhance your team's performance and satisfaction.

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Heidi Arndt

Multisite Dental Executive | Fractional COO | Organizational Alignment
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As a mentor it is important to model out the best way to communicate and care for your patients. Often times, the provider will come out of school with the technical skills, but lack communication skills, empathy, treatment presentation, etc. By the mentor modeling these skill the new provider will develop and evolve quicker in the process; making them more productive while providing quality care.

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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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Georgina (Gina) A.

Workforce Development Warrior | Recruitment, Admissions, and Enrollment Manager | Client Services and Community Engagement Collaborator
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Coaching and mentoring is a two-way street, and oftentimes, that seems to be an afterthought due to the implied rigidity "mentor" and "mentee" carry. But there may come a time where the roles switch and that transition has to be handled with understanding and grace. Ultimately, the goal is to foster collaboration and equity for all parties involved and taking a back seat comes with a bright side.

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Anna Dunlap

Sr. Administrator at the Maryland Proton Treatment Center; MBA Candidate at USF.
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Tailor your approach: Recognize that each team member is unique and may require a different coaching or mentoring approach. Customize your guidance to their individual needs, learning styles, and career aspirations.

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How can you develop your coaching and mentoring skills to support your team's professional development?

1

2

3

4

5

6

7

1 Understand the difference

2 Assess your team's needs

3 Set clear and realistic objectives

4 Provide constructive feedback

5 Use effective questions

6 Model and share best practices

7 Here’s what else to consider

Case Management

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How can you develop your coaching and mentoring skills to support your team's professional development?

1

2

3

4

5

6

7

1 Understand the difference

2 Assess your team's needs

3 Set clear and realistic objectives

4 Provide constructive feedback

5 Use effective questions

6 Model and share best practices

7 Here’s what else to consider

Case Management

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