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To Mentor or Coach: That is the Question

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.

Still not sure about mentoring or coaching? Ready to learn more? Join Creating People Power’s Mentor Coach program, or get in touch.

Linda Maul
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! 

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From the Vault: Five Ideas to Borrow for Your Next Conference

This blog was originally posted May 25, 2016.


16-ntc-finalComing up with new experiences for attendees at conferences can be difficult. What is affordable? What keeps people connected during a break? What will participants talk about after the conference is over (aside from great sessions and speakers!)?

I had the privilege of attending this year’s Nonprofit Technology Conference (16NTC) – hosted by the Nonprofit Technology Network (NTEN). Check out my blog on Five Tech Trends Still Impacting Nonprofits for additional information!

There was a lot going on at the conference besides the numerous breakout sessions – from onsite activities to meetups, progressive parties to active sessions (like Yoga for Geeks). With so much happening, it was difficult to narrow down my favourite experiences from the conference to my top 5 – here they are, in no particular order:

1. Great Plenaries – I especially enjoyed the inspiring Ignite sessions and I’d love to see this format of sharing success stories at more conferences!

Ignite is a fast-paced, fun, thought-provoking presentation format that educates and entertains. Ignite talks give you the opportunity to share your fascinations and passions with the NTC Community.

My favourite Ignite sessions were part of the “NPTech Makers” theme – these presenters had seen a challenge or opportunity and made something of it. Not only did they share personal stories of creating opportunity from adversity that moved us to tears, but they also demonstrated how everyone working in the nonprofit sector is making a difference.

2. Networking – “Birds of a Feather” is an interesting and comfortable approach to networking lunches.

25673392254_d09f7b2f83_zWhen a bunch of extraverts and introverts (like me) get mixed up and told to ‘network’, it can make for some interesting dynamics. However, the “Birds of a Feather” exercise at lunch helped everyone to gravitate to tables with a variety of topics of interest to have a networking chats. Table topics ranged from regional, like the ‘Canadian, eh?’ table, to topical, like ‘Fundraising, Data, and Benchmarks, Oh My!’. Connecting and sharing experiences, whether we were experts or just curious about the topic, led to interesting conversations and introduced us to new colleagues.

3. Digital Connectivity – Of course this was a tech conference; however, NTEN was ready with a great interactive app and preset social media hashtags.

The 16NTC mobile app was fantastic for creating my itinerary, checking into sessions/events, adding photos and comments during sessions and in between, and making connections with other attendees. Each presentation had a hashtag and collaborative notes set up, so I was able to check out discussions at the sessions I missed.

4. Inclusive Space – Conferences are at their best when everyone is welcome, included, and comfortable.

I appreciated the efforts the 16NTC coordinators made to ensure the conference was an inclusive event. From varied levels of access, to gender neutral washrooms, there were frequent reminders that the conference was a safe space for everyone to participate.

26250384426_a0635f2324_z5. Creative Sponsor Add-ons – Creativity and sponsorship really do go well together!

16NTC had some fantastic sponsors who helped make it a great experience overall. My personal favorite was the exclusive showing of Star Wars: The Force Awakens one evening at the Tech Museum of Innovation dome IMAX. I felt spoiled!


Thanks to NTEN for a great conference experience! Check out all of their photos, used in this post.

Thank you to The Muttart Foundation for the bursary enabling me to attend this year’s conference, and to Volunteer Alberta for prioritizing professional development and a learning culture.

 

Cindy Walter
Volunteer Alberta

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Supporting Innovation in Rural Alberta

Last year, Volunteer Alberta’s Managing Director, Annand Ollivierre, started a new, additional role as Journeyman Partner at Alberta Social Innovation Connect (ABSI Connect). The inaugural role was created as part of a new project which engages champions working full-time in Alberta organizations.

Bringing together the work of Volunteer Alberta and ABSI Connect, Annand is working to reveal, engage, and support the social innovation capacity in Alberta with a unique focus on rural communities.

In this blog post, originally posted on ABSI Connect on December 15, 2016, Annand shares how he developed an interest in supporting rural communities in exploring new, innovative possibilities and his hopes for his new role:


In my early years at Volunteer Alberta (I’ve been here for over 5 years now), I spent part of my time presenting on volunteerism statistics. I would speak to nonprofit sector leaders about the volunteerism rates by age and demographic and the reasons why people volunteer and why they don’t. The whole purpose was to provide people with information that challenges assumptions and inspires new actions.

After one of these presentations, in a smaller rural community, a couple of participants approached me, thanked me and then proceeded to let me know that as valuable as the presentation was, they did not see how the information applied to their experience or how it was going to help them.

These community members were worried because it had become increasingly difficult to engage their neighbours, especially in volunteer opportunities. From their perspective, youth and young families were not volunteering, traditional institutions were losing funding, the volunteer base in the community was aging, and no matter what strategies these community members applied, nothing changed.

I empathized with their challenges, but, at the time, I did not have anything of value to offer them that would make a difference.

I returned to the office confused and concerned. I was confused as to why we were presenting information to communities that seemed to make no difference in reality and I was concerned that communities were asking for something that I did not have.  It was at that moment that I started on a journey to explore and unearth the root causes of volunteerism and engagement challenges facing rural communities. This has lead me down a number of paths and shaped a lot of my work over the years — and it continues to shape me.

One of the things I’ve learned is that there are limiting mindsets/paradigms/ways of thinking that pull the levers of what is possible in community. They are often hidden from our view, in the back of our minds and hearts, yet inform us all at the same time. It is often called ‘the status quo,’ but is more accurately the operating assumptions we don’t think to challenge; the established way that doesn’t have to be the only way.

Where communities are stuck or struggling, our operating assumptions are often an unchallenged stumbling block to change.  I’ve learned that there are effective approaches to disrupt and disconnect from our set mindsets and that transforming community with new perspectives and mindsets can make all the difference.

I am excited to be joining ABSI Connect as the first Journeyman Partner. I am privileged to be embarking on an adventure to surface, advance and grow the Alberta social innovation ecosystem by bringing in the perspective of rural Alberta.

I will be connecting with community and organizational leaders from Alberta’s diverse communities who are challenging, reshaping and transforming their communities. There are leaders throughout Alberta who are champions for mindsets and actions that are renewing and transforming communities. By illuminating the ways Albertans are addressing the complex challenges faced by rural communities, I hope to uncover unique patterns and approaches to amplify, expand our collective perspective on social innovation in the province and intentionally connect leaders across the province.

I look forward to meeting you!

Annand Ollivierre
ABSI Connect and Volunteer Alberta

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Connect with an Expert: Melissa Casey, Casey Executive Coaching

Connect with an Expert: 3 powerful questions to help you get connected to experts that can help.

Volunteer Alberta is focused on supporting the professional development of nonprofit professionals.

As nonprofit network stewards we connect information, resources, programs, and opportunities with  nonprofit leaders to develop themselves and their organizations. We identify and collaborate with experts who have valuable programs and services to offer nonprofit professionals.

Expert: Melissa Casey (MEd, BA, BSc, PCC, CEC) President Casey Executive Coaching

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We connected with Melissa as she was planning to host her 2017 Leader as Coach programs, a developmental program for nonprofit leaders focused on building inclusive leadership practices and practical coaching skills. A leader-as-coach approach is centered around helping leaders, as well as staff, to develop to their highest potential.


VA: What leadership problems seem to be more common for, or specific to, nonprofit leaders?

MC: Common for leaders in all sectors, is the experience of being hired or promoted into a leadership roles without having the necessary leadership skills in hand. There can be an expectation that once a person is in a leadership role the necessary skills will automatically evolve, which, for many, is not true. The desire to be successful is there, but the knowledge and confidence in knowing how to be a leader is another thing entirely.

Another challenge, which is somewhat unique to nonprofit leaders, is the experience of leading team members who may bring incredible heart to their jobs but might lack the skills required to operate in a successful, effective, and sustainable manner. The additional demand on leaders to mentor and coach staff may be another skill that is expected and doesn’t develop magically on its own.

youngteamVA: How does a leader-as-coach-approach help nonprofit leaders?

MC: Research shows a leader-as-coach approach results in higher levels of empowerment, increased staff productivity, engagement, and, ultimately, retention. A leader-as-coach approach is centered around a leader’s desire to develop staff to their highest potential through a combination of active listening, thought-provoking questions, and examination of barriers and stuck-points.

Coaching compels people to take action. Coaching supports the development of a fresh perspective, identifies what is wanted (and needed), explores what may hold someone back, and helps create plans to eliminate barriers. Coaching for nonprofit leaders, or from leaders to staff, provides dedicated time to explore ideas in an “agenda-free” space – like having a thinking partner who will support you in examining a challenge from multiple perspectives.

VA: What are some examples of coaching questions leaders can ask?

MC: Asking powerful questions which come from a place of genuine curiosity is the base of good coaching. I encourage leaders to ask questions of their staff and of themselves, including:

  • What might be a possible solution or next step in this situation?
  • Where are you stuck? What will support you in getting to where you need to be?
  • What is one thing you could do to make the greatest difference?

I ask leaders to think about:

  • What kind of leader does my organization need today? How about in 5-10 years?
  • Am I clear about my core values? Where might I be out of alignment? What impact is that having?
  • What one addition to my leadership would make the greatest difference?
  • Where do you want (and need) your leadership to be? How might you be getting in your own way? What will support you in getting there?

More about Melissa:

melisa-circleMelissa believes that our capacity to experience limitless potential comes with being bold, daring, brave, original, authentic, and inventive. She specializes in developing visionary leaders who are invested in the principles of inclusion and want to take their organization (and their lives) to the next level.

With 16 years of experience in leadership roles, management, and results-focused strategic planning, Melissa is a Certified Executive Coach and an accredited Professional Certified Coach (PCC) with the International Coach Federation, holds a Master of Education degree and is trained in strategic visioning methods, facilitative leadership, team development, communication effectiveness, and conflict resolution.

Why we recommend her program: Continuous learning and development supports positive transformation in ourselves and our work. It can be challenging to implement change in our lives, work, and organizations, so we get excited about opportunities that build in time to have practical hands-on experience and provide transformative leadership learning.

Melissa is offering an incredible opportunity for leadership development for nonprofit professionals in the Calgary and Edmonton areas – check out more about her upcoming programs.

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Celebrate the people power behind volunteers on Volunteer Managers Day

 “Managers of volunteers work hard to make sure volunteer programs run smoothly. They care about keeping volunteers fulfilled and engaged.

And volunteers who feel fulfilled in their roles are more likely to stick to their volunteer commitments.

That’s something worth celebrating.”

-Volunteer Canada


ivmday16November 5 is International Volunteer Managers Day – an opportunity to recognize the people who make volunteering happen in Alberta and around the world.

About 2 million Albertans volunteer. That energy and commitment to our communities is astounding, and it’s important to acknowledge the Volunteer Managers who engage and lead Alberta’s volunteers to success.

Volunteer managers, by that title or another, are crucial to our nonprofit organizations. They are critical to events like charity runs, music festivals, and soccer tournaments. They ensure that food banks, hospital programs, and animal shelters run smoothly. They show young people how to get involved, connect newcomers, and keep seniors active in their communities.

Some celebration events coming up this week:

Volunteer Lethbridge is holding a Volunteer Managers’ Luncheon on November 4. All Volunteer Managers, Coordinators, and Supervisors are invited to attend, meet their peers, have a delicious meal, and enjoy some recognition for their important work!

Edmonton Chamber of Voluntary Organization’s (ECVO) is celebrating with an International Volunteer Managers Day Reception on November 4. Volunteer Managers, Coordinators, and those who engage volunteers in their professional role are invited to attend, feel appreciated, make new connections, and delve into the topic of balancing many roles within one job.

International Volunteer Managers Day was founded in 1999 in the United States, and was first celebrated on November 5 in 2008. As the day’s popularity grows, we hope an understanding and appreciation of the hard (not to mention necessary) work of Volunteer Managers grows too.

Find more on the day’s history and purpose on the International Volunteer Managers Day website.

How are you celebrating Volunteer Managers at your organization and in your community? We’d love to hear about your plans in the comments!

 

Sam Kriviak
Volunteer Alberta

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