Executive Coaching Session
Coaching and mentoring have come a long way since the days when companies used these outside resources to help fix toxic behavior at the top of the organization.
Today, coaches and mentors are widely used across all levels of the organization to help people accelerate their development and improve their performance as leaders. They do this in much the same way that athletic coaches work with players: by helping you make the most of your natural abilities and find ways to work around your weaknesses.
Imagine for a moment learning to play a game like golf, which requires knowledge of the rules, concentration, and practice to achieve success. Now think about what it would be like to learn how to play this game without access to an instructor or a coach. Most of us would throw our clubs up in the air in a fit of frustration.
The Big Debate—Mentor or Coach
Ask ten people to explain the difference between a coach and a mentor, and you will most likely get ten different answers. However, most would agree that there is a difference. Before you start looking around for a coach or a mentor, determine what specifically you are looking to gain from this type of relationship. Once you’ve answered this question, you’ll know which direction to move toward.
Here are some general guidelines to help you decide.
A mentor:
- Is usually much higher up in an organization than you
- May be in a role that you aspire to be in some day
- May work in the same organization or in another organization
- Is most often selected by the person who is looking for mentoring
- Is selected based on the guidance he or she can give to you at a certain stage of your career or development
- Their influence is determined by the value you place in them
- Waits for the mentoree to ask for guidance
- Is usually not compensated
- May become a lifelong advocate or friend
A coach:
- Sets a strategy for your development as a leader
- Works with you to develop milestones and will hold you accountable as you work toward achieving these mutually agreed-upon objectives
- Helps you see blind spots that often prevent managers from achieving success
- Pushes you to achieve your personal best
- Helps you increase your professional relationships
- Works with you as an advisor
- Drives the relationship in a proactive way
- May be provided to you by the company (Note: If a coach is paid by the company, his or her first obligation is to the company if a conflict of interest arises)
- Is compensated for their services
- Works with you until it is determined that you have achieved your established objectives
The Benefits of Working with an Outside Person
An outside person has a much clearer lens that they see things through because they are not in it day-to-day. They have other experience that they bring to bear because they are working with other clients who are experiencing similar challenges. Most importantly, they tell you what you need to hear and perhaps not what you want to hear.
You may be thinking, “Well, isn’t that the job of my boss?” Yes and no. The boss has other responsibilities, such as accounting, HR, customer service, etc. He or she is looking at the big picture and may not always have the time to give you the kind of guidance you may require.
When you have a coach, however, the focus is on you. Your time together is free of other distractions.
What to Look for in a Coach or a Mentor
Nowadays, it seems like just about everyone is a coach or a mentor. So why not simply use the same coach your friend has been using? That may be fine, but before doing so, make sure your needs are the same and that this coach or mentor is the right fit for you. Here are some other things to look for in a coach or a mentor:
Does their experience make the grade?
I don’t know about you, but I certainly don’t want someone coaching me on how to successfully do my first jump out of a plane if he or she hasn’t already done it at least a dozen times! The same holds true when selecting a coach or a mentor in business. A life coach might be great for your cousin who has decided to re-enter the workforce after a leave of absence but may not be appropriate for you if you’re looking to learn how to become a more effective leader. You need someone who has been in the trenches and has successfully led people.
Do your styles match?
You need to be comfortable showing this person who you truly are, and at times hearing some difficult feedback. Some coaches are known to be direct, while others take a softer approach. Knowing which style you prefer will enable you to find someone with whom you can work successfully.
Has he or she successfully helped others in similar situations?
What does this person’s track record look like? Find out how long your potential coach has been working with people, and in what capacity. Be careful not to get too caught up in specifics, though. An excellent coach who previously helped a new manager in a manufacturing company strengthen his relationships with senior management can certainly do the same for you, even if you work in biotech.
It is important never to think the coach is going to do the work for you. The coach exists to hold up the mirror so you can see your own actions and behaviors to achieve your goals.
This must be something you personally want to do, not something your boss thinks you should do. You have to want to grow on a personal level and be willing to invest in yourself in order for coaching to be successful.
