What do you do if your leadership skills are lacking in coaching and mentoring techniques?

I second you at #4 - seeking support. None of us have it all, and none of us know it all. As a business owner, I honestly don't love the mentorship part. Im not particularly good at it, because I am not very patient. It's a flaw that I work on, but in the heat of the moment, my impatience can make it hard for me to teach. Rather than try to change myself into something I'm not, I hired someone who is a great mentor and teacher, to run those aspects for my staff. I needed support, and by bringing someone in who loves mentoring, I got a win-win.

In addition to self-reflection, consider seeking feedback from trusted colleagues or a mentor to gain a well-rounded perspective on your coaching and mentoring abilities. This can highlight blind spots you might miss on your own and provide valuable insights into how you can strengthen your approach.

If your coaching and mentoring skills need a boost, start by seeking guidance from experienced mentors or enrolling in relevant workshops or courses. Practice active listening, empathy, and constructive feedback delivery. Utilize resources like books, podcasts, or online platforms to enhance your understanding. Emulate successful leaders known for their coaching prowess, like Bill Campbell, the "Coach of Silicon Valley," or Oprah Winfrey, who has mentored numerous individuals to success. Remember, leadership is a journey of continuous improvement, so embrace opportunities for growth and feedback. With dedication and effort, you can hone your coaching and mentoring abilities to become an invaluable leader.

I think assessing the strengths and weaknesses of a manager can be done during the 360 evaluation with questions like "How would you evaluate coaching skills" or "Tell about the last situation you have learned from this person - how it was?" or "Will you recommend X as a coach/mentor to your colleague?". This will be a high-level assessment of the skills. Concerning my strengths and weaknesses as a coach who is learning the ICF standards now, I would require professional coach evaluation or training to assess my competence in the best possible way.

The first step in solving anything is having a clear picture of the current situation. So start with assessing your strengths. This should include the skills that directly contribute to being a great leader as well as those capabilities that can be redeployed or can be leveraged to compensate for weaknesses - e.g., time management, etc. You also have to have an honest assessment of your weaknesses. In my experience, this is where you need the most support from unbiased mentors or coworkers. Often we need the outsider's perspective to identify our real weaknesses.

When I started out on my entrepreneurial journey, I would call the people alike to request them for a meeting on any topic I would want to learn. This allowed me to gain new perspectives from them and gain a life long mentor. So, if you lack any skill as a leader, it gets very important for you to learn it either from books, mentors or any other sources.

? Elevate Your Mentorship Skills by Learning from Your Own Mentors! ? Ever reflect on who ignited your growth? That’s your mentorship beacon. ?? Cherish Your Mentors: Think back to those pivotal figures who shaped your journey. Their guidance didn't just happen; it was crafted from a wealth of experience and insight. ?? Deep Dive into Their Methods: Understanding the how and why behind their mentorship can unlock secrets to their success. It's not just their achievements, but their approach, empathy, and adaptability that made a difference. ?? Your Growth Story Is Your Guide: The lessons that propelled you forward are the very ones that can amplify your mentorship skills. Reflect, learn, and pass on the torch of growth.

I first learned to coach for managers from The TAO of Coaching, and I liked it a lot. Now, I would definitely recommend having the training with a coach, as you will dive deeper into the nuts and bolts of this technique.

Learn from others: Observe successful coaches and mentors, both inside and outside of your organization. Take note of their techniques and how they interact with their colleagues. Don't be afraid to ask them questions and seek their guidance. Consider attending workshops or joining coaching or mentoring communities to broaden your knowledge and network.

There's always someone in your organization that is going to be better at coaching and mentoring their team. Reachout and see if you can be part of the team discussions where he/she coaches or mentors people. There's also a lot of experts offering this kind of service. Identify a few options and ask them for references so you can verity the quality of the offering before you proceed with the training.

Some ways to get started: Get stuck in! Some basics techniques that will get you a long way in coaching conversations are: - Ask open questions. Have a few go-to’s for different scenarios e.g: If someone is stuck “If you were pretending to know, what would the answer be?”. If you want to drive results, ““What one thing could you do today that would take you nearer to your goal?” - If you’re unsure how to respond or are stuck for the right question, use labelling as a way to put the onus back on the person you’re coaching “seems like you’re frustrated”, “Sounds like you’re given up”. Doesn’t matter if you’re wrong - they’ll correct you and that’s ok! - Never talk about you. Don’t talk about your opinion or experience. It’s all about them.

Don't just coach, reflect on the session afterwards. Did you ask the right questions? Could you have provided clearer feedback? Journaling or discussing these reflections with a trusted colleague can accelerate your learning and improve your coaching impact.

Link any other skill set, the more time you spend practicing the better you will become. The same can be said about self-reflection and self-awareness - these are elements to improve any skill, including coaching and mentoring.

?? Enhance Leadership with Support & Mentee Feedback ?? Seeking support is vital in refining your mentorship skills. Engage with networks of leaders or find a mentor for guidance and accountability. But don't overlook a powerful source of insight—your mentees. Open Dialogues for Growth: Regularly ask those you mentor for feedback. Their perspectives can offer unparalleled insights into your coaching effectiveness, highlighting areas for your own growth and improvement. Embrace this feedback as a cornerstone of your development strategy. It transforms your approach, making your mentorship more impactful and tailored to individual needs. #GrowThroughFeedback

Es fundamental contar con apoyo cuando no se tienen unas competencias determinadas como estas. Siempre contar con personas experimentadas que hayan demostrado ya con proyectos y éxitos en su historia profesional su buen hacer, será un acelerante que ayudará en este proceso. Solo se puede ir más rápido -si se conoce la forma de hacer el camino- pero acompa?ado -con la compa?ía adecuada- , se puede llegar mucho más lejos.

In my understanding, seeking support is crucial when your leadership skills lack in coaching and mentoring techniques. Don't hesitate to reach out to colleagues, supervisors, or HR for guidance and resources. Additionally, consider joining professional networks or forums where you can learn from others' experiences and seek advice. Remember, asking for help is a sign of strength, not weakness. For instance, you could approach a senior leader for mentorship or attend coaching sessions offered by your organization.

Never be afraid to ask for help because everyone (from the CEO to people working hourly jobs) need help from someone to become batter at their job.

Continuous learning on coaching and mentoring can improve skills majorly over time. One way to do this is to listen to other leaders being coached by an experienced coach such as HBR's "Coaching Real Leaders'" Muriel Wilkins. Participating in an Executive Coaching Roundtable or Group Coaching session on a regular basis gives you a chance to be coached and observe coaching skills to implement. Reading about coaching skills with practical tools to implement from resources like Michael Bungay Stanier's "The Coaching Habit" is another way to steadily increase coaching skills.

Leaders need to know the difference between coaching and mentoring to truly know that is lacking. Receiving coaching and mentoring yourself, seeking feedback from those you coach and mentor is vital. Note: coaching and mentoring only a select few can limit your feedback. Coach a variety of people to truly get the feedback you need to grow your skills.

Coaching, to me, is about the curiosity about the persona and the challenge they try to solve. On the other side, it is about not interrupting the person and listening, as coaching is a good leadership style for people's development and helping them achieve high results.

In my understanding, if your leadership skills lack in coaching and mentoring techniques, it's essential to seek out resources like workshops, books, or online courses. Additionally, finding a mentor who excels in these areas can provide invaluable guidance. Practice active listening, empathy, and providing constructive feedback. Remember, leadership skills can be developed with dedication and practice. For example, you could shadow a seasoned mentor to observe their techniques firsthand.

Seek peer coaching: Engage in peer coaching sessions with colleagues who also want to improve their coaching and mentoring skills. By partnering with peers, you can exchange feedback, share experiences, and practice coaching techniques in a supportive environment. For example, you could set up regular meetings with a fellow leader to take turns coaching each other on specific skills or challenges. This collaborative approach allows both parties to benefit from each other's insights and perspectives, accelerating their growth as coaches and mentors.

Si ya identificaste tus oportunidades de mejora, ahora la clave es tomar acción. Parece obvio, pero justamente muchas veces por eso se obvia. Tomar acción es la clave. Puedes participar en programas formales de mentoring o coaching y buscar recursos de aprendizaje autodidacta. Practicar las habilidades en situaciones reales y solicitar retroalimentación del equipo también es crucial para tu desarrollo.