Saturday, March 11, 2017

Differences between a mentor and a coach

We were having a discussion on the differences between a mentor and a coach 

Coaches need not have first-hand experience of the coachee's line of work. The coach can be an independent external professional with expertise in coaching, or a qualified UCL internal coach.       
Mentoring is customarily a planned pairing of a more skilled or experienced person (usually in the same field of work) with a less experienced person.
Line managers can use coaching techniques successfully in the management and development of team members.
Ideally mentors have no line management relationship to the mentee.
Coaches will ask 'powerful' questions and not offer or give advice..
Mentors will often provide direction and advice and should 'open organisational doors' for mentees.
A number of both internal and external coaches are available with a variety of backgrounds and expertise and the services they provide tie in with the organisation’s objectives.
Mentors can provide a neutral 'sounding board', assure total confidentiality, and have no agenda other than assisting their mentees in their development and to reach their goals.
Effective coaching is intended to help you to learn rather than by “teaching” you.  By engaging with an experienced coach, the coachee will develop insights leading to enhanced effectiveness.
Mentoring involves helping mentees to develop their career, skills and expertise often drawing upon the experiences of the mentor in the process.

Relationship generally has a set duration
Ongoing relationship that can last for a long period of time
Generally more structured in nature and  meetings are scheduled on a regular basis
Can be more informal and meetings can take place as and when the mentee needs some advice, guidance or support
Short-term (sometimes time-bounded)  and focused on specific development areas/issues
More long-term and takes a broader view of the person
Coaching is generally not performed on the basis  that the coach needs to have direct experience of their client’s formal occupational role, unless the coaching is specific and skills-focused
Mentor is usually more experienced and qualified than the ‘mentee’. Often a senior person in the organisation who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities
Focus is generally on development/issues at work
Focus is on career and personal development
The agenda is focused on achieving specific, immediate goals
Agenda is set by the mentee, with the mentor providing support and guidance to prepare them for future roles
Coaching revolves more around specific development areas/issues
Mentoring resolves more around developing the mentee professional

Business Builders Group: GETTING CONNECTED

Business Builders Group: GETTING CONNECTED: by Greg Kay Executive Director Business Builders Group Australia - connect with me here As a leader, I'm attracted to people wh...

Monday, August 22, 2016

Business Builders Group: Mentoring Definitions

Business Builders Group: Mentoring Definitions: collected by Andrew Gibbons "Mentoring is a long term relationship that meets a development need, helps develop full potential, and ...

Sunday, August 21, 2016

Referron : Mentoring Definitions

 Mentoring Definitions: collected by Andrew Gibbons "Mentoring is a long term relationship that meets a development need, helps develop full potential, and ...

Saturday, July 30, 2016

Dr Jeff Spencer - lead 8 tour de france wins - answers 3 questions

1. Agreement is name of the game - thats the secret password. How to achieve this! 

  • how do you get common agreement of a team? 
  • how can you get cohesion of group through mutual collaboration and commitment. 
  • once you get the team to realise that the whole is greater than sum of the parts;  
  • when you get all in agreement to build the group  and holding nothing back - 
  • what you stand to gain vs not letting go of the secret that you think is a point of difference. 

2. How do you inspire someone on a losing streak?

  • one step at a time
  • no magic answers - defer back to basic principles and implement those
  • your best work is still to come - dig deeper 
  • get right coach / mentor 
  • as things go south - shit happens 
  • no acts of desperation - los vegas syndrome!! dont feel sense of urgency - ride the wave 
3, Inspire teams when goal is so far away?
  • how to stay compliant with process 
  • daily audit of plan - plan check
  • aspirations not driven by frustration - not too big a leap - take things sep by step, 
  • plan, pacing and facts - look at schedule - \
  • efforts to recovery well proportion - dont jump too far ahead - interspace efforts with recovery 
  • proper nutritient, recreation, fellowship 
  4. Should You Get Tough with your coaching 
  • time is of the essence 
  • responsibility and taking responsibiluty is name of game 
  • lay out the path and model so they know where they are and where they are headed and give them empowerment to give job done. 
  • show them how to take responsibility 
  • they need right support - but they need to take responsibility 
5. Why do more for others than you do for yourself?
  • do for others what you cant do for yourself
  • need to be part of a tribe
  • more we give the morre we receive 
  • choice about what we are to gain vs what you can lose
  • unwavering confidence in process 
  • nothing better than assisting person giving wisdom, knowledge and suppot  to achieve greatness 
6. How do champions overcome anxiety and how should they perform? 

  • are our choices made from fear or anxiousness or apply strategy and tactc
  • make that tactic by overcoming fear response 
  • dont worry about tring to cover all bases.
  • do things step by step
  • make sure you practice practice practice - so you do things on automatic pilot