Coaching and Mentoring Yourself and Others

It all started with the BIG question on the table.

How can L&D maximize the value of working with a coach or mentor for their own professional growth and development, and what are some effective strategies for building a coaching or mentoring program that can be sustainable within an organization?

 

This was an interesting conversation. When considering coaching and mentoring programs, we take many things for granted - we assume people know where to go and what to do.

 

1. Do we know the difference between coaching and mentoring?
2. What baggage can a potential mentee may bring to formal mentoring situations, and are mentors trained for that?
3. What about reverse mentoring in the workplace?
4. How good are WE at creating connections that may be potential mentors or coaches?

 

There was a lot to consider and absorb. One particular point of discussion was remembering that many people are assigned “coaching” as a punitive action. They’ve done something wrong, now they must be “coached”. Honestly, a perspective I had overlooked.

 

I hope you find other A-HA moments too!

 

View the full Coffee Chat Video here

View the Transcript here here

 

This chat calls back to this Learning Rebels Blog Post: Everyone Needs a Coach or Mentor

Additional reading:

• Mentoring Best Practices
• The Differences Between Coaching and Mentoring
• The Odyssey’s Millennia-Old Model of Mentorship

 

 

Read these!

 

10 Steps to Successful Mentoring (10 Steps Series) by Wendy Axelrod

Mentoring Manual by Julie Starr

The Mentoring Guide: Helping Mentors and Mentees Succeed by Vineet Chopra, Valerie Vaughn, Sanjay Saint

Dare to Lead: Brave Work. Tough Conversations. Whole Hearts by Brene Brown

 

 

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Host: Shannon Tipton 

Podcast produced by: Obsidian Productions