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What are some effective ways to assess the needs and preferences of those you coach or mentor?

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As a coach or mentor, you want to help your coachees or mentees achieve their goals and grow personally and professionally. But how do you know what they need and want from you? How do you tailor your approach to their individual style, preferences, and challenges? In this article, we will explore some effective ways to assess the needs and preferences of those you coach or mentor, especially in the context of diversity and inclusion.

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1 Ask open-ended questions

One of the simplest and most powerful ways to assess the needs and preferences of your coachees or mentees is to ask them open-ended questions that invite them to share their thoughts, feelings, experiences, and aspirations. Open-ended questions are those that cannot be answered with a yes or no, but require more elaboration and reflection. For example, you could ask: What are your goals for this coaching or mentoring relationship? How do you like to learn and receive feedback? What are some of the challenges or opportunities you are facing in your current role or project? How do you cope with stress or uncertainty? What are some of the values or beliefs that guide your decisions and actions? Asking open-ended questions can help you understand your coachees or mentees better, build rapport and trust, and identify areas of strength and improvement.

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Juan Alejandro Comini Blanco

???? Creando culturas laborales positivas y colaborativas. / Docente universitario. / Liderazgo transformador/ Creando equipo de alto rendimiento / Regional Human Resources Manager ????????
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Hacer preguntas abiertas es esencial para entender profundamente a coachees y aprendices. Facilita la exploración de sus objetivos, estilos de aprendizaje, desafíos y valores, creando una base sólida para el desarrollo personalizado y efectivo.

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2 Use assessments and tools

Another way to assess the needs and preferences of your coachees or mentees is to use assessments and tools that can provide you with objective and reliable data and insights. Assessments and tools can be formal or informal, quantitative or qualitative, and can cover various aspects of your coachees or mentees, such as their personality, skills, motivations, interests, values, learning styles, communication styles, cultural backgrounds, and so on. For example, you could use a personality test like the Myers-Briggs Type Indicator (MBTI) to understand how your coachees or mentees perceive and process information, make decisions, and interact with others. Or you could use a feedback tool like the 360-degree feedback to collect feedback from multiple sources on your coachees or mentees' performance, behavior, and impact. Using assessments and tools can help you gain a deeper and broader perspective on your coachees or mentees, and tailor your coaching or mentoring strategies accordingly.

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Amanda Hahn, MSOD, ACC, CPQC

? Growth Catalyst ? Empowering Leaders to Inspire, Develop, and Unlock Team Potential | Mental Fitness Coach | Leadership Development Specialist
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I use a couple of key assessments with all of my clients including values, Clifton Strengths and the Positive Intelligence (PQ) Saboteur Assessment. Many clients are living on autopilot and are feeling stuck as they are disconnected with who they are including their values and strengths. In some cases they are more focused on living for other people's values and strengths instead of their own. They have also become very good friends with their saboteurs who are consistently providing negative self-talk which inhibits the client living their best life. These assessments serve as a foundation of self-discovery which has been valuable for all of my clients.

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Juan Alejandro Comini Blanco

???? Creando culturas laborales positivas y colaborativas. / Docente universitario. / Liderazgo transformador/ Creando equipo de alto rendimiento / Regional Human Resources Manager ????????
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Utilizar evaluaciones y herramientas es clave para obtener insights objetivos sobre coachees o aprendices. Estas herramientas ofrecen una comprensión detallada de sus perfiles, facilitando una mentoría más personalizada y efectiva.

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3 Observe and listen

A third way to assess the needs and preferences of your coachees or mentees is to observe and listen to them carefully and attentively. Observation and listening are essential skills for any coach or mentor, as they allow you to pick up on subtle cues and signals that your coachees or mentees may not express verbally or explicitly. For example, you could observe their body language, facial expressions, tone of voice, eye contact, gestures, and reactions to different situations and stimuli. Or you could listen to their words, stories, metaphors, analogies, and patterns of speech. Observing and listening can help you uncover hidden or underlying issues, emotions, needs, and preferences that your coachees or mentees may not be aware of or comfortable sharing.

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Amanda Hahn, MSOD, ACC, CPQC

? Growth Catalyst ? Empowering Leaders to Inspire, Develop, and Unlock Team Potential | Mental Fitness Coach | Leadership Development Specialist
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Coaching has taught me the powerful value of metaphors and analogies in both listening for the client's use of these as well as a way to reflect back to the client what was heard in a different but very visual way. These metaphors and analogies open so many doors for increased awareness and discovery in a coaching session. I also love the exercise using Nancy Kline's Thinking Partners allowing the client to speak for "x" timeframe without interruption, without comments, or any expressions from the coach. It is amazing to watch the journey of the client as they go deeper in their exploration of the topic all on their own. It is a valuable exercise for the coach to also become more confident with not trying to lead the client.

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Juan Alejandro Comini Blanco

???? Creando culturas laborales positivas y colaborativas. / Docente universitario. / Liderazgo transformador/ Creando equipo de alto rendimiento / Regional Human Resources Manager ????????
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Observar y escuchar activamente revela información valiosa sobre coachees o aprendices, captando detalles que van más allá de la comunicación verbal. Esta aproximación permite identificar necesidades y preferencias no expresadas directamente, enriqueciendo el proceso de mentoría.

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Pablo Sanchez Torralba

Senior Engineering Manager (ex-Facebook, ex-Google) | Health and Wellbeing Coach | Career, Interviewing and Leadership Coaching | Mental Health Advocate
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Pay attention to their use of language. Their choice of words reflect how they are thinking about a situation. By being able to observe the nuances you will gain insights and you will be able to adapt the conversation more towards they actual needs. One example is around a situation that can be referred as an having an issue, having a problem, having a challenge or having an opportunity. Each word denotes your coachee's attitude and perceived feasibility of overcoming the situation.

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4 Seek feedback and input

A fourth way to assess the needs and preferences of your coachees or mentees is to seek feedback and input from them regularly and frequently. Feedback and input are vital for any coaching or mentoring relationship, as they allow you to measure your progress, effectiveness, and impact, and to adjust your approach as needed. For example, you could ask your coachees or mentees to rate your sessions, provide suggestions, share concerns, or express appreciation. Or you could ask them to complete a survey, a questionnaire, a journal, or a reflection exercise. Seeking feedback and input can help you ensure that you are meeting your coachees or mentees' expectations, needs, and preferences, and that you are creating a positive and productive coaching or mentoring experience.

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Nancy Steiger, MS, RN, FACHE
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Create an environment where feedback is valued and encouraged. Let your coachees or mentees know that their input is crucial for their development and the success of the coaching or mentoring relationship.

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Juan Alejandro Comini Blanco

???? Creando culturas laborales positivas y colaborativas. / Docente universitario. / Liderazgo transformador/ Creando equipo de alto rendimiento / Regional Human Resources Manager ????????
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Solicitar retroalimentación regularmente es crucial para adaptar y mejorar continuamente el proceso de coaching o mentoría, asegurando que se alinee con las expectativas y necesidades de los coachees o aprendices, y fomentando una experiencia positiva y enriquecedora para ambas partes.

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5 Be flexible and adaptable

A fifth and final way to assess the needs and preferences of your coachees or mentees is to be flexible and adaptable in your coaching or mentoring style, methods, and techniques. Flexibility and adaptability are crucial for any coach or mentor, especially in the context of diversity and inclusion, as they allow you to respect and respond to the diversity and uniqueness of your coachees or mentees, and to create an inclusive and supportive environment. For example, you could vary your pace, tone, language, and format according to your coachees or mentees' preferences and needs. Or you could use different models, frameworks, tools, and resources that suit your coachees or mentees' learning styles and goals. Being flexible and adaptable can help you enhance your rapport, communication, and collaboration with your coachees or mentees, and to foster their growth and development.

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Juan Alejandro Comini Blanco

???? Creando culturas laborales positivas y colaborativas. / Docente universitario. / Liderazgo transformador/ Creando equipo de alto rendimiento / Regional Human Resources Manager ????????
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Ser flexible y adaptable en tu enfoque de coaching o mentoría permite atender efectivamente la diversidad y singularidad de cada coachee o aprendiz, promoviendo un entorno de aprendizaje inclusivo y respaldando su desarrollo personal y profesional de manera más efectiva.

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6 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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John W. Sigmon, CPCC, MCEC, MCC

◆ Break Free from the Ordinary: Let Nature Guide You to Authentic, Future-Ready Leadership ◆Master Executive Coach ◆ICF Mentor Coach
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The kickoff meeting is more than just an introductory session; it’s a strategic conversation that can make or break a coaching or mentoring engagement. Investing time and energy into this initial meeting sets the stage for a transformative experience that can lead to remarkable personal and professional growth for our clients. A journey of a thousand miles begins with a single step, and in coaching and mentoring, that step is the kickoff meeting. The importance of a kickoff meeting cannot be overstated. As you embark on your next coaching or mentoring journey, give the kickoff meeting the attention it deserves, and watch as it lays the foundation for a successful and rewarding engagement.

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What are some effective ways to assess the needs and preferences of those you coach or mentor?

1

2

3

4

5

6

1 Ask open-ended questions

2 Use assessments and tools

3 Observe and listen

4 Seek feedback and input

5 Be flexible and adaptable

6 Here’s what else to consider

Coaching & Mentoring

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What are some effective ways to assess the needs and preferences of those you coach or mentor?

1

2

3

4

5

6

1 Ask open-ended questions

2 Use assessments and tools

3 Observe and listen

4 Seek feedback and input

5 Be flexible and adaptable

6 Here’s what else to consider

Coaching & Mentoring

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