Coach or Mentor?

My first exposure to business coaches was when I facilitated my company's high potentials 3 days management and leadership development workshop for the region in Singapore being the South East Asia (SEA) office.

This workshop was not only attended for the high potentials, the leadership team and some HR staff attended too. After the workshop, the leadership team played the role of mentors to the high potentials. Business coaches were also assigned to support their development journey and in realizing company's goals.

I was impressed with the company's commitment and dedication in people development for the time, effort and financial resources invested. The coaching program was for 6 months where each coachee had a development road map. Their career upon completion of the program has already been identified of which a handful were to assume country leadership role in new markets while the others were to assume regional leadership roles in other regions.

Project groups were also established for high potentials to work together with their mentors to achieve project objectives which involved preparation for new market penetration and realizing financial goals.

Competencies assessment were completed for the high potentials for mentors and coaches to work with them.

Why did the company chose both mentors and coaches?

We chose both as we (HR) with the leadership team were very clear with the company's goal. The company was hungry for success and was enthusiastic to surpass our competitors. We want to accelerate and expedite the people development to the maximum of our ability. The company also believe that this ensured maximum framework coverage, involvement & sponsor from the leadership to mitigate any potential risk in achieving financial results.

What's the role of a coach?

• Help company's or individual to achieve pre-defined goals within a stipulated period of time.
• Provide clear and intentional feedback.
• Prescriptive and proactive with regular scheduled sessions.
• Strategize and co-create success with coachees.
• Provide leadership.
• Be a role model.

What's the role of a mentor?

• Mentors provide insights on broader view of their roles' potentials and challenges. Its' also an advisor.
• Worked with mentee to further developed their competencies.
• Build good rapport with the mentee with commitment to learning & helping others to learn.
• Share their wisdom, life experiences and provide guidance.
• May include personal elements to the mentor-mentee relationship.
• Encourage mentee to speak, observe and reflects.
• Display empathy.
• A good listener.
• Typically is reactive where mentees' respond to issues when arise.

I also have a mentor who apart from performing the above roles, he was also politically & professionally savvy, step back from details and offers friendship which are highly beneficial for my development.

Depending on which stage on one's life is in, this will determine if a COACH or a MENTOR is more suitable.

Mentoring focuses in long term development professionally and could be personal basis too. Relationship is more intense, intimate and longer term and could even be lifetime. It's rather informal and on needs basis. As this relationship is informal, a fee may not be involved.

This relationship benefits both mentee and mentor where they are both learn from each other. It's normally entered into when the mentee is at the beginning of their career where they need guidance to navigate basic concerns and challenges, provide broad advice and connections for growth. Relationship can be a life-time.

A successful mentor

1) is a good listener

2) committed to learning and helping others to learn & develop

3) empathetic

4) provide constructive challenges

5) self-aware and understand others

6) has intuitive wisdom from life experiences

7) able to help others reshape their thinking

8) shares experiences

9) manage the relationship rather than the goals

10)offers friendship

In one of my postings, I shared that I have a few mentees. Having an intimate relationship with them has been very encouraging and privileged. Being able to see them grow and develop both professionally and personally lead to great satisfaction for me. I am happy for them when they achieve their goals and milestones that they planned. I am a firm believer of planning ahead with achievable milestones and what get measured, get's done. Hence, my mentees developed their SMART goals for their development.

I am also a fan of questioning in a mentor-mentee relationship to simulate my mentees thinking process and for ownership of solutions. This also provide opportunities for creative and critical thinking.

An experienced person would find that a coach is beneficial to them as they typically address certain area of concern or development within a specific period of time. Coaches are normally trained and professional certified for credibility. A professional fee is involved.

A successful coach

1) has leadership

2) able to teach

3) willing to learn

4) adaptable

5) positive

6) non-judgemental

7) client oriented

8) open to ideas

9) passionate

10)good listening skills

11)inspire trust

12)good communication skills

13)patience

In one of the other company I worked for, a couple of senior employees viewed having coaches as a weakness, being less than better for their current role or future role. Hence, they refused to be coached. It was extremely challenging to engage them with their coaches even shortlisted suitable coaches were selected for them to consider and have initial conversations.

While there are so many benefits of having a company paid coach, i.e, employee engagement and retention, unlocking potential and development, there are some who view it in a different light. This hampered the company's goal and the identified coachees' realizing their potential.

No amount of coaching will work if one has no desire to be coached nor to changed.

"Conquer your mind, conquer your life" by Wesam Fawzi

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