Becoming an effective leader is about more than gaining experience and developing appropriate skills. It is also a developmental journey to increasingly complex world views which create new options for effective leadership. We look at the different stages through which leaders can pass as they travel on this journey of development and how these different stages evoke different coaching interventions. We relate this journey to our Renewal model. We also reflect on the implications of our model for coaching practice.
Mentoring and Coaching
Coaching and mentoring are both ‘helping’ activities, employed either as distinct interventions or together as part of a package of personal development, that enable individuals to achieve their full potential. Mentoring is a process that focuses specifically on providing guidance, direction, and career advice. Coaching's primary emphasis is on maximizing people's potential by working on their perceptions, self-confidence and creative drive. Here is a table of distinct differences between the two:
Focus is on career and personal development| Focus is generally on development/issues at work| Agenda is set by the protégé with the mentor providing support and guidance to prepare them for future roles| The agenda is focused on achieving specific, immediate goals| Ongoing relationship that can last for a long period of time| Relationship generally has a set duration| Can be more informal and meetings can take place as and when the protégé needs some advice, guidance or support| Generally more structured in nature and meetings are scheduled on a regular basis| More long-term and takes a broader view of the person| Short-term (sometimes time-bounded) and focused on specific development areas/issues| Mentor is usually more experienced and qualified than the protégé. Often a senior person in the organization who can pass on knowledge, experience and open doors to otherwise out-of-reach opportunities| Coaching is generally not performed on the basis that the coach needs to have direct experience of their coachee’s formal occupational role, unless the coaching is specific and skills-focused| Mentoring and Coaching programs can be either a standalone program or part of a training and development program within an organization.
CoachingCoaching is a commonly used term in the media, sports and business world. It is also a much misunderstood field with a diverse range of approaches. One of the reasons there is a lot of confusion around the term 'coaching' is simply how broad the field is. Many people try to 'define' coaching without realising that coaching is in fact as broad a concept as say 'training'.Coaching is a way of speeding up how people learn. It is a learning tool. A method for changing behaviour. This behaviour can be in any field. You can coach someone in sport, in their personal life, in their relationships, in their performance in the workplace, in their studies, in the arts, in how they think, play, feel, you name it. You can coach children to walk, you can coach teenagers to drive a car and you can coach retired people to think differently about their final years. Coaching is simply a way of changing (hopefully improving) the way people apply themselves to any situation.It is useful therefore to think of coaching as only half the story. Trying to understand what 'training' is could be very challenging - you are better to know what type of training - for example are you talking about personal training, corporate training or sales training. It's the same with coaching. There is small business coaching, executive coaching, life coaching, maths coaching, sales coaching and workplace coaching.A reason for the confusion in this field is the number of approaches there are to coaching and thus people perceive coaching as being many different things. One of the most common perceptions...