How do you deal with resistance or challenges from your employees during mentoring and coaching sessions?

1 Identify the source of resistance

The first step to deal with resistance or challenges from your employees is to understand where they are coming from. Resistance can stem from various factors, such as fear of change, lack of trust, low self-esteem, or misunderstanding of expectations. By listening empathetically and asking open-ended questions, you can uncover the root cause of their reluctance and address it accordingly. For example, if your employee is afraid of making mistakes, you can reassure them that mistakes are part of the learning process and that you are there to support them.

2 Establish clear goals and expectations

Another way to reduce resistance or challenges from your employees is to set clear goals and expectations for the mentoring and coaching sessions. By involving your employees in the goal-setting process, you can ensure that they are aligned with the purpose and outcomes of the sessions, and that they have a sense of ownership and accountability. You can also communicate the benefits and value of the sessions for their personal and professional growth, and how they align with the organizational vision and mission.

3 Provide constructive and positive feedback

Feedback is essential for mentoring and coaching, as it helps your employees identify their strengths and areas for improvement, and guides them towards achieving their goals. However, feedback can also trigger resistance or challenges if it is delivered poorly or perceived negatively. To avoid this, you should provide feedback that is constructive, specific, timely, and balanced. You should also use the sandwich method, which involves starting and ending with positive feedback, and sandwiching the constructive feedback in between. This way, you can boost your employees' confidence and motivation, and encourage them to act on your feedback.

4 Adapt your style and approach

Not all employees learn and respond the same way, so you need to adapt your style and approach to suit their preferences and needs. You can use different methods and tools, such as coaching models, frameworks, exercises, or assessments, to cater to their learning styles and goals. You can also vary the pace, frequency, and duration of the sessions, depending on their progress and availability. By being flexible and responsive, you can create a more engaging and effective learning experience for your employees.

5 Build trust and rapport

Trust and rapport are the foundation of any successful mentoring and coaching relationship. Without them, your employees may feel defensive, insecure, or unmotivated during the sessions. To build trust and rapport , you need to show genuine interest and care for your employees, respect their opinions and feelings, and maintain confidentiality and professionalism. You can also use humor, storytelling, or personal anecdotes to create a more relaxed and friendly atmosphere. By building trust and rapport, you can foster a stronger bond and a deeper understanding with your employees.

6 Handle conflict and emotions

Sometimes, mentoring and coaching sessions can trigger conflict and emotions, such as anger, frustration, or disappointment. These can arise from disagreements, misunderstandings, or unmet expectations. When this happens, you need to handle the situation calmly and respectfully, and avoid escalating or ignoring the issue. You can use active listening, empathy, and assertiveness to acknowledge and address the conflict and emotions, and seek a mutually acceptable solution. You can also use de-escalation techniques, such as taking a break, reframing the issue, or validating their feelings, to diffuse the tension and restore the balance.

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?