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How do you balance coaching and mentoring with your other managerial responsibilities?

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Coaching and mentoring are essential skills for any manager who wants to develop and motivate their employees. But how do you balance these roles with your other managerial responsibilities, such as setting goals, giving feedback, and resolving conflicts? In this article, you will learn some practical tips to coach and mentor your employees effectively and efficiently, without compromising your own performance or well-being.

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Kate Sotsenko ??

I free up 30% of your time from bad busy work | Productivity & Leadership Coach for mid-senior leaders & teams | Save…
Reine Bounlutay

Career matchmaker| aspiring Cosplayer | Talent Recruiting/ Sourcing Expert
Louise Oliver, CMgr MCMI

Playfully educating and empowering people to transform work into a more impactful and sustainable endeavour

1 Define your coaching and mentoring objectives

Before you start coaching or mentoring your employees, you need to have a clear idea of what you want to achieve and how you will measure your success. Coaching and mentoring are not the same thing, and they require different approaches and skills. Coaching is focused on helping your employees improve their performance and skills in specific areas, such as communication, problem-solving, or teamwork. Mentoring is more about providing guidance and support for your employees' career development and personal growth, such as exploring their interests, strengths, and goals. Depending on your employees' needs and expectations, you may need to switch between coaching and mentoring, or combine them in a balanced way.

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Kate Sotsenko ??

I free up 30% of your time from bad busy work | Productivity & Leadership Coach for mid-senior leaders & teams | Save your spot for my free goal-setting workshop ↓ "Visit Website" ??
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It all starts with understanding the difference between mentoring and coaching. And, helping the team to understand it. > Mentoring means guiding the team with knowledge based on our past experience and from a place of knowing what's best for the team. > Coaching means asking questions to evoke awareness and support team resourcefulness and potential growth. One is not better than the other. They are complimentary to leading, training, counselling and managing. It's the skill of juggling all the hats that makes a manager great. One piece of advice I would like to share to managers who are coaching is to get coached. The easiest way to learn is to experience it first hand. #TheGoodBusy

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2 Establish trust and rapport with your employees

Coaching and mentoring are based on trust and rapport, which means you need to build a positive and respectful relationship with your employees. This involves listening actively, showing empathy, asking open-ended questions, giving constructive feedback, and acknowledging their achievements and challenges. You also need to respect your employees' autonomy and confidentiality, and avoid being judgmental, critical, or imposing your own views or solutions. By creating a safe and supportive environment, you will encourage your employees to open up, share their concerns, and seek your advice.

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Reine Bounlutay

Career matchmaker| aspiring Cosplayer | Talent Recruiting/ Sourcing Expert
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One thing I found helpful in building trust is by creating a safe and supportive environment. By actively listening and showing empathy, my subordinate was more likely to open up to me.

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3 Use the GROW model to structure your coaching and mentoring sessions

The GROW model is a popular and effective framework for coaching and mentoring, which stands for Goal, Reality, Options, and Way forward. This model helps structure sessions in a logical and systematic way, and guide employees through a process of self-discovery and action planning. To begin, help employees define SMART goals for their performance and career development, and ensure they are aligned with organizational and team objectives. Then, help them assess their current situation and identify their SWOT. Ask them to describe their challenges, obstacles, and gaps, and how they affect their performance and development. After that, help them explore their possible options and strategies to achieve their goals. Encourage them to brainstorm and evaluate the pros and cons of each option. Finally, help them decide on their best option and create a detailed action plan to implement it. Offer your support and guidance, and agree on the frequency and format of your follow-up sessions.

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4 Adapt your coaching and mentoring style to your employees' needs and preferences

Coaching and mentoring are not one-size-fits-all activities, and you need to adapt your style and approach to your employees' needs and preferences. Different employees may have different levels of readiness, willingness, and ability to learn and change, and you need to adjust your level of direction, support, and challenge accordingly. For example, some employees may need more guidance and feedback, while others may prefer more autonomy and exploration. Some employees may respond well to positive reinforcement, while others may need more constructive criticism. Some employees may be more comfortable with face-to-face sessions, while others may prefer online or phone sessions. The key is to communicate with your employees, ask for their feedback, and tailor your coaching and mentoring to their individual learning styles and personalities.

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5 Manage your time and energy as a coach and mentor

Coaching and mentoring can be rewarding and fulfilling, but they can also be time-consuming and draining. As a manager, it is important to manage your time and energy as a coach and mentor, while also balancing them with your other managerial responsibilities and tasks. To do this, plan and schedule your coaching and mentoring sessions in advance, and stick to the agreed duration and frequency. Additionally, prioritize and delegate your other tasks, and set clear boundaries and expectations with your employees. It is also important to take care of your own well-being, and practice self-care and stress management. Finally, seek support and feedback from your peers, mentors, or supervisors, and learn from your experiences and mistakes.

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Louise Oliver, CMgr MCMI

Playfully educating and empowering people to transform work into a more impactful and sustainable endeavour
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A brilliant manager or leader will recognise the value of coaching and mentoring. When done right, it can be extremely fulfilling and rewarding particularly if there is a good rapport with the coachee/mentee and there are clear expectations of what good (or great!) looks like. Effective coaching and mentoring can be supercharged when what is driving performance is visible and actionable. Without this, your coaching/mentoring conversations probably do feel time-consuming and draining. Whilst there is a balance to be struck around prioritising time to other responsibilities and tasks, these are critical to making sure that your conversations are impactful.

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How do you balance coaching and mentoring with your other managerial responsibilities?

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3

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5

1 Define your coaching and mentoring objectives

2 Establish trust and rapport with your employees

3 Use the GROW model to structure your coaching and mentoring sessions

4 Adapt your coaching and mentoring style to your employees' needs and preferences

5 Manage your time and energy as a coach and mentor

Performance Management

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How do you balance coaching and mentoring with your other managerial responsibilities?

1

2

3

4

5

1 Define your coaching and mentoring objectives

2 Establish trust and rapport with your employees

3 Use the GROW model to structure your coaching and mentoring sessions

4 Adapt your coaching and mentoring style to your employees' needs and preferences

5 Manage your time and energy as a coach and mentor

Performance Management

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