Uncovering potential through coaching

Welcome back to our Life Science Leaders newsletter! This time we take a look at the differences between coaching and mentoring. We explore when to use one over the other, questions to ask when coaching your employees in their 1-1 meetings and the value of coaching leadership in life sciences.

Coaching vs. Mentoring

Coaching and mentoring are both powerful tools for nurturing talent and developing team members, particularly in the life sciences sector. But what sets these two approaches apart, and how can choosing one over the other make a significant impact on your team’s growth and success?

Coaching and mentoring are essential yet distinct approaches, each offering unique benefits that can significantly impact your team's growth and success.

Coaching

Coaching is a structured, short-term process that focuses on specific skills and performance improvement, helping individuals address immediate challenges and empowering them to identify solutions. This targeted approach can lead to rapid enhancements in capability, which is crucial in a fast-paced environment.

Mentoring

Mentoring, on the other hand, nurtures personal and professional development. Mentors share their experiences and insights, guiding their team members in navigating their careers and any challenges they may face.

Overall, choosing coaching can generate quick wins and immediate performance boosts, and give your employee the tools to think for themselves when facing challenges in the future, while mentoring encourages growth and resilience. Both strategies are vital and selecting one over the other depends on the specific needs and goals of your team at that point in time.

Questions to ask when coaching in a 1:1

One-to-one coaching involves a team leader working individually with a team member to enhance their skills, tackle challenges, and achieve their personal goals. Coaching in a 1:1 session will allow you to focus on the specific needs of the individual, helping them to feel supported and motivated to achieve. The focus of a coaching sessions may vary but your line report might want to cover topics like career development, improving communication skills, managing stakeholders, project management, or enhancing technical skills.

The most effective leaders tailor their coaching to suit each individual rather than applying a one-size-fits-all approach. Sessions can be structured with regular meetings, or unstructured, such as informal conversations over coffee. Regardless of the format, the aim is to help team members reach their full potential and contribute more effectively to the team's success.

Here are some important questions to ask in a coaching 1:1:

·??????? "What specific goals would you like to achieve in this area?"

·??????? "What do you think your strengths are in this area?”

·??????? "What is holding you back from progressing?"

·??????? "What resources or support could you lean on?”

·??????? "What feedback have you received from others related to your work in this area?"

·??????? "What skills or knowledge do you want to develop further?"

·??????? "What steps can you take before our next 1-1 to improve?"

·??????? "How do you feel about your progress so far?"

Coaching Leadership: See people in terms of their potential

In the life sciences industry, coaching leaders go beyond guiding teams towards shared goals, they implement targeted programmes that elevate team performance and develop skills essential for driving innovation. By identifying opportunities for growth, these leaders empower their teams to excel within the organisation while advancing both their personal and professional development.

Coaching leaders are patient and collaborative, inspiring their teams to strive for excellence and bring innovative solutions to patients.

Think you could be a coaching leader? See the infographic below to find more.

For more expert advice for those wanting to make a meaningful impact in the life sciences industry, head to your leadership hub.