76 / LEADING OTHERS
Coaching and mentoring
Helping others develop
As a coach, a manager’s job is to help
members of their team develop skills
and improve. This involves providing
instruction, guidance, advice, and
encouragement. Effective coaches
first establish a supportive climate
that promotes development. It is
particularly important that you remain
nonjudgmental and understanding
throughout the process, try to solve
problems jointly, and educate those
you are coaching about how to solve
their own problems in the future. As
you learn more about the person you
are coaching, try to determine the
sources of any problems you discover,
and provide meaningful feedback.
Coaching is the process of helping people improve performance. A coach
analyzes performance, provides insight on how to improve, and offers
the leadership, motivation, and supportive climate to help achieve that
improvement. In mentoring relationships, a more experienced person
formally pairs up with a less experienced one to help show them
“the ropes” and to provide emotional support and encouragement.
Coaching a process
To coach successfully, you will need
to follow these steps:
•
Explain and then demonstrate
the process.
•
Observe the person practicing
the process
•
Provide immediate, specific
feedback
•
Express confidence in the
person’s ability
•
Agree on follow-up actions.
The role of a mentor
Mentoring is a broader role. The goal of
a mentor is to help a less experienced
person achieve his or her career goals.
Mentors perform as both coaches and
counselors as they guide their less
experienced associates toward improved
performance. Mentoring can help new
organization members gain a better
understanding of the organization’s
goals, culture, and advancement criteria.
It can also help them become more
politically savvy and avoid potential
career traps. As a mentor, try to help
others reduce the stress caused by
uncertainty about how to do things and
deal with challenging assignments. Be
a source of comfort when newer, less
experienced people just need to let off
steam or discuss career dilemmas.
of large companies run
internal coaching programs
52%
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COACHING AND MENTORING / 77
Three key skills for successful coaching
FINDING WAYS
TO IMPROVE
PERFORMANCE
INFLUENCING
OTHERS TO CHANGE
THEIR BEHAVIOR
CREATING A
SUPPORTIVE
CLIMATE
Help others
improve by
observing what
they do, asking
questions,
listening, and
crafting unique
improvement
strategies.
Monitor people’s
progress and
development,
and recognize and
reward even small
improvements.
Involve others in
decision-making
processes—this
helps encourage
people to be
responsive to
change.
Break large,
complex projects
into series of
simpler tasks—
this can boost
confidence as the
tasks are achieved.
Be a role model
for the qualities
that you expect
from others,
such as openness,
commitment, and
responsibility.
Use active
listening,
empower others
to implement
appropriate
ideas, and
be available
for assistance,
guidance,
and advice.
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