What does Mentoring add?
When you’re leading change – whether it’s your job title, or simply through personal influence – you may find yourself living with a vision that others do not yet grasp. Your leadership puts you out ahead of the group, beckoning them to follow and try something new … but it can also leave you lonely, perhaps even wondering whether you’re on track.
As an experienced leader of change, I know that feeling. And I’d love to support you with feedback, as a sounding board, and with tales from my own experience. I love to share resources, tips, and make connections between the people I know all over the world. But, in fact, I limit how much of this I bring into our coaching sessions, to make room for you to develop your own resources. I think of coaching as “teaching you to fish” rather than giving you fish”!
So: coaching and mentoring, though they tend to naturally occur together, are in fact quite different stances for me as a coach.
How do Coaching and Mentoring differ?
While both relationships are helpful, mixing both without a plan can be confusing to both of us: who’s the expert in a given conversation? In coaching, you are the authority in your own life, and as your coach, I have the professional habit of self-managing, when I notice my own experience intrudes on my ability to clearly hear your agenda. My practice is to get curious about your experience and viewpoint – and leave mine aside.
With an agreed-upon mentoring model, we create an explicit shared agenda and a living set of standards, a set of external guidelines, phrased in a way that supports and inspires you. Once I know your areas of desired growth, I can “switch hats” to offer perspectives and resources as a mentor, where I know you want them, or to help you find outside input, in areas where I am less experienced.