The_Essential_Manager_s_Handbook

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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