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Who is in your circle of influence? Building relationships and making the right connections are key skills for professional longevity and success. This process takes time, planning, and commitment. We create these opportunities by exploring ways to exchange value. As we expand our circles, we access opportunities, knowledge, and greater work satisfaction. Executive coaching and mentoring are powerful ways to build a support network, access valuable resources, and gain insights into decisions and strategies. These relationships help build capacity to manage self and others and navigate through professional triumphs and challenges. This workshop will show you how to build networks, get and become mentors, and share real executive coaching techniques that will help you now. At the end of this session participants will be able to: a. Customize your own “power network” plan b. Identify strategies to capitalize on creative partnerships c. Explore ways to access great mentors and executive coaches d. Explore executive and mentoring questions, techniques, and advice
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October 17–19, 2013
EXECUTIVE COACHING AND MENTORING
Build a Winning Support Team
By definition…
Executive coaching is an experiential and individualized leader development process that builds a leader’s capability to achieve short- and long-term organizational goals.
Source: The Executive Coaching Forum Handbook, 2013
Executive Coaching
Benefits: Gain clarityExplore optionsRenew your passionUtilize your strengthsEnhance your skills
Three Levels of Learning Tactical problem solving
Developing leadership capabilities and new ways of thinking and acting that generalize to other situations and roles
“Learning how to learn”: developing skills and habits of self-reflection that ensure that
learning will continue after coaching ends
Source: The Executive Coach Forum Handbook, 2013
Mentoring
By definition…
an experienced person (the mentor) assists another (the mentoree) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth.
Source: Coaching Vs. Mentoring: ”25 Ways They are Different”, 2nd. edition, Management Mentors
Coaching vs. Mentoring
Coaching = Functional; performance driven
Mentoring = Relational; development driven
Coaching Considerations When a leader or executive needs assistance in acquiring a new skill as an
additional responsibility
When a company is seeking to develop its employees in specific competencies using performance management tools and involving the immediate manager
When a company has a number of talented employees who are not meeting expectations
When a company is introducing a new system or program
When a company has a small group of individuals (5-8) in need of increased competency in specific areas
Mentoring Considerations When a company is seeking to develop its leaders or talent pool as part of
succession planning
When a company seeks to develop its diverse employees to remove barriers that hinder their success
When a company seeks to more completely develop its employees in ways that are additional to the acquisition of specific skills/competencies
When a company seeks to retain its internal expertise and experience residing in its baby boomer employees for future generations
When a company wants to create a workforce that balances the professional and the personal
Key Considerations for Coaching
Background/Credentials/Experience
Skills/Specialization
Track Record/References
Chemistry: Do you connect?
Source: Gwen Moran, “Four Things to Consider Before Hiring An Executive Coach”, Sept. 2013
Types of Mentorship
Buddy/ Peer Mentoring
Career Mentoring
Life Mentoring
Source: Anthony K. Tjan, “Keeping Great People with Three Kinds of Mentors”
Mentorship Guidelines Do:
Build a cadre of people you can turn to for advice when you need it
Nurture relationships with people whose perspectives you respect
Think of mentoring as both a long-term and short-term arrangement
Don’t:
Assume that because you are successful or experienced in your field that you don’t need a mentor
Rely on one person to help guide you in your career
Expect to receive mentoring without providing anything in return
Source: Amy Gallo, “Demystifying Mentoring”
Resources for Coaching
www.instituteofcoaching.orgwww.executivecoachingforum.comhttp://www.coachfederation.orghttp://www.apecs.org
Resources for Mentoring
http://www.management-mentors.com/
http://www.shrm.org/communities/volunteerresources/documents/324va_nova_dulles_mentoring_program_toolkit_april2012.pdf
Contact InformationMelissa Weathersby, MBA
Be A Better Steward- Professional Mentor/Life Coach
Mike Powell, VP Organizational Development & Training
Powell Consulting Group
Dr. Kay Porter, Program Manager
Oklahoma State University
