Volunteer Alberta is proud to promote Creating People Power’s Mentor Coach program, a unique opportunity for cross-sector, experiential learning to build your leadership skills and your network! In this post, Linda Maul from Creating People Power shares some of her insights on leading as both a mentor and a coach.
The best leader I ever worked for was a gentleman by the name of Aubrey Liddiard at Mid-West Paper, and he has been my role model over the past thirty some years. Whenever I am not sure of what to do as a leader, I ask myself ‘What would Aubrey do?’
What Would Aubrey Do?
Aubrey definitely had high expectations for his staff. He was my biggest cheerleader when I got things right. He always approached a conversation by inviting my ideas first, believing I had a piece of the puzzle he was unaware of, that I knew something he didn’t. When I did make a mistake, he would invite conversation to ensure I understood what had happened and then expected me to correct it. If I missed a deadline, the conversation always focused on my accountability to myself and the organization to meet commitments. He taught me how to manage expectations if there was even a hint of being late with an assignment. He was my mentor and my coach, sometimes telling me what to do if it was something new for me; other times asking questions, taking a coach approach, so that I came up with my own solution.
Today employees expect leaders to show up like Aubrey: to support others to be their best and to develop the next generation of leaders. Aubrey maintained control and achieved results – in fact he exceeded overall objectives year after year. However, he didn’t command employees to deliver. Instead, he inspired, motivated, and supported us to meet his expectations. He was a masterful coach and wise mentor who knew how and when to share his ideas and when to invite our input. His approach was always to start with a question first to understand what we already knew in any given situation.
What is the Difference Between Mentoring and Coaching?
To understand the difference, we need to know the definitions of mentoring and coaching:
MENTORING occurs when more experienced individuals share their wisdom and experience with staff or volunteers on a one-on-one basis. Mentoring often addresses topics like workplace culture, career growth, political savvy, specific skill development, or professional networking.
COACHING is based on the premise that the answers lie within the staff member or volunteer. Coaching is focused on the solutions the team member can create, not the answers the mentor brings. A coach will use questions to invite the volunteer or employee to tap into their own knowledge, experiences, and wisdom to move forward. Through coaching, the ability to develop and build on ideas is supported and practiced for successful execution today and in the future.
To Mentor or Coach?
Not sure whether to mentor or coach? Ask first! Always approach any potential mentoring situation with a question or series of questions to see if your employee or volunteer can solve their own dilemma or challenge. They may have insight into pieces of the puzzle that you are unaware of. Step in as their mentor only when you know the answers don’t lie within.
Creating People Power
Linda is a Professional Certified Coach, founder of Creating People Power with over twenty years of professional leadership development, eight years of executive coaching, and co-author of two books. Her coaching practice includes a diverse group of senior leaders who are hungry to grow. If you have not experienced coaching, book Linda today for a complimentary session….you are one click away!
Header Attribution WOCinTech