Leaders who Coach are Leaders who Mentor (continued)

What is the relationship between ‘coaching’ and ‘mentoring’?

As mentioned in our Post of November 30, 2014, my friend Dan Gaynor kindly allowed me to share some of his insights, and I'm pleased to do so in this Post. Thank you Dan for making this available to our circle of contacts!

Dan Gaynor, is the President of Gaynor Consulting Inc. The following excerpt is from his book, “The Heart And Hands Of Leadership: The Twelve Timeless Practices Of Effective Leaders”. 

A link is provided below for more information regarding his book, as well as another link to a video available on my YouTube Channel, where Dan provides some additional insights on the topic of Mentorship.

We trust you'll enjoy Dan's comments that touch on themes of coaching, leadership and mentorship.
 
Coach for Skills and Relationships
 
In an earlier post on this BLOG, Dan Gaynor said: Leaders who coach are the very leaders we describe as mentors. A mentor is someone who takes an interest in you and wants to pass on what he has learned. The good mentors want to see you succeed. They are delighted when you do and to have played a role in your success. And while “mentor” can be an overused and often meaningless title, genuine mentoring is powerful. Mentors care about the people they lead. It’s personal. The office does not have to be so different from the arena. All the same benefits - improved performance and more satisfying relationships - can be realized at work when leaders take the time to pass on what they have learned to others.

The next time figure skating is on television take a few minutes to watch. Focus on the relationship between coaches and athletes. Watch them at the boards during warm-up or as the scores are being released. For a closer look, visit your local rink. You will be surprised how much there is to learn when you know what to look for.

Skating intensifies coaching because it is such a technically demanding sport. Even the smallest error can spell disaster. My amateur sport years included hockey and lacrosse. I had a few good coaches, and one who was exceptional, but most were good volunteers who got us to the ice on time. They were organizers but didn’t really know how to develop our talents or our understanding of the game. They were like many of the leaders I see today.

Over the years, I watched several skating coaches guide young skaters from their first tentative steps onto a hard and slippery surface to executing difficult jumps and spins with confidence and grace. Sure, the best athletes had some talent (and this is true at work as well), but virtually all learned new skills, provided they stayed at it long enough. Today, as a ski coach, I see the same things in the young athletes I work with, and I get as much or more from the relationships as they do. There is something really satisfying about helping someone else develop new skills and confidence.
 
Coaching satisfies another important condition of leadership—fairness. When leaders assign work and don’t coach they are rightly seen as unfair. Without coaching we usually get more of the same thing harder and faster. There is little, if any, lasting improvement. Leaders who make demands and don’t coach often incite fear or frustration.

Coaching skills were a top priority at each newspaper I led. It’s not difficult to assign work and measure it. Many capable managers do this month after month. But coaching demands more of the leader. It is a key distinction between management and leadership.

DAN'S BOOK: This excerpt is taken from Chapter 17 of Dan Gaynor’s book, "The Heart and Hands of Leadership: The Twelve Timeless Practices of Effective Leaders", published in May of 2014 by Kingsley Publishing.

For more details on Dan's book go to: www.heartandhandsofleadership.com
 
OUR VIDEO: To view a short video where Dan Gaynor provides some of his insights on the topic of Mentorship Please Click Here.
 
We welcome your comments to the above and invite you to share them with those in your circle of contacts.

Leaders who Coach are Leaders who Mentor

What is the relationship between ‘coaching’ and ‘mentoring’? 

In a previous post to this BLOG on February 15, 2014 (Revisiting Coaching VS Mentoring), I provided some interesting comments on this from Professor David Clutterbuck which readers may want to review.

More recently, I had opportunity to speak with Dan Gaynor, President, Gaynor Consulting Inc. who kindly provided the following excerpt from his book, “The Heart And Hands Of Leadership: The Twelve Timeless Practices Of Effective Leaders”. 

 A link is provided for more information regarding his book at the end of this post, as well as another link to a video on my YouTube Channel where Dan provides some of his insights on the topic of Mentorship. 

Dan’s material will be shared in two posts - this one, and another in December 2014.

We trust that you will enjoy the perspective he’s provided, as it touches on coaching, leadership and mentorship. 

Coach for Skills and Relationships
 
In John Wooden’s book Wooden on Leadership, the legendary coach of the U.C.L.A men’s basketball team—the most successful coach in the history of the N.C.A.A.—wrote: “Every good leader is a natural and enthusiastic teacher.” I couldn’t agree more. Coaching turns raw talent into refined strength and builds relationships. It builds strong teams by building strong team members.

For good leaders, coaching is a joy not a burden. Athletes know how their relationships with skilled and dedicated coaches motivate them to do their best. They don’t want to disappoint the coach. We feel the same way about leaders who take the time to coach us. Leaders who coach build much more than skills. The best build relationships in which people don’t want to let them down. They have a genuine interest in how things turn out. Beyond becoming good personal coaches every senior leader has a responsibility to foster these skills throughout the entire leadership network.

My inspiration for workplace coaching got its start with my hockey and lacrosse coaches, but it really grew as a parent watching our daughters figure skate. It occurred to me that as important as coaching is to the development of strong organizations and healthy relationships, it is still not common in the workplace. Earlier, we looked at the way the best leaders focus on the needs of others rather than on their own needs. Coaching is a big part of this. As I watched our daughters, Paige and Hayley, work with their skating coach I was struck not only by the progress of their skills but more significantly by the relationships I saw developing. I think all great coaches know that if they cannot build a relationship they cannot teach. The right relationship brings out the best in every athlete. Good coaches have far more than technical expertise. They have relational expertise, founded in a genuine wish to help the athlete grow and the team succeed.

My daughters’ skating coach had a real interest in their success. Watching her alongside the boards as the girls competed, she was animated, her expressions rising and falling with every success and failure on the ice. Our daughters wanted to do their best for her. The relationships and skills I saw develop at those rinks were not so different from those between the best leaders and their followers.

Leaders who coach are the very leaders we describe as mentors. A mentor is someone who takes an interest in you and wants to pass on what he has learned. The good mentors want to see you succeed. They are delighted when you do and to have played a role in your success. And while “mentor” can be an overused and often meaningless title, genuine mentoring is powerful. Mentors care about the people they lead. It’s personal. The office does not have to be so different from the arena. All the same benefits—improved performance and more satisfying relationships—can be realized at work when leaders take the time to pass on what they have learned to others.


DAN'S BOOK: This excerpt is taken from Chapter 17 of Dan Gaynor’s book, "The Heart and Hands of Leadership: The Twelve Timeless Practices of Effective Leaders", published in May of 2014 by Kingsley Publishing.

For more details on Dan's book go to: www.heartandhandsofleadership.com
 
OUR VIDEO: To view a short video where Dan Gaynor provides some of his insights on the topic of Mentorship Please Click Here.
 
We welcome your comments to the above and invite you to share them with those in your circle of contacts. 

Please watch for 'Part 2' with a continuation of comments from Dan Gaynor.

Solid Advice on Mentorship - Where's the Proof?

Rarely does success come over night. As we've often heard, the 'overnight success'  typically comes as the result of years of hard work and dedication, coupled with the advice and input of many along that path. The true test comes from positive results, and that's often necessitates the passage of time.

One of the things I've appreciated over the years is the ability to access valuable information and resources that help entrepreneurs move forward with their business ideas. In a post to our "Business Success BLOG" on this same day, we talk about the important role of helping those interested in entrepreneurship to explore what's involved. That may start at an early stage as young people are still in the fomal education system, but it may equally extend to those who are further along, more mature and often with several years of  experience in the workforce.

I've enjoyed working with a friend and former colleague, Norm Greenwood. Norm shared some of his many insights related to mentorship when we got together and recorded this interview. Since then, we've managed to keep in touch and he still provides me with great perspective.  I consider Norm to be a mentor to me and look forward to those opportunities we have to get together. I think you'll learn a few things from my friend, and invite you to now view, and share this video with others.

* For those looking for some great insight on strengthening their mentorship relationship, or creating a winning business plan to secure the funding necessary for your project, Norm Greenwood offers up some terrific advice!

Norm Greenwood has been involved with the small business community for over 25 years.  In his career, Norm has assisted, counselled and mentored hundreds of businesses of all sizes and in many areas.  He has also taught at various educational institutions including NAIT, the NAIT Entrepreneur Center, Grant MacEwan University, and the University of Alberta.  His business and mentoring skills have been recognized across Western Canada and among his peers.

Your comments on what's been shared are welcomed below.  And please let us know if we can assist you in the future.

Best wishes on your entrepreneurial journey!

CLICK HERE to view the video with Norm Greenwood.

A Mentor and a Friend (Tony Bishop)

Jim Ewing with Tony Bishop

There are so many wonderful people that I've had the opportunity to learn from over the years. In many cases, I personally consider them to be mentors. I recently had the opportunity to get out for a 'long overdue' round of golf with one of them and had an excellent time reflecting on some of the great experiences we've shared together! 


Tony Bishop (now retired) has been an instructor at the Northern Alberta Institute of Technology (NAIT), a small business counsellor and private sector consultant specializing in the hospitality and tourism sectors.

It wasn't that long ago that Tony provided some great insights on the topic of mentorship. We'll provide you with a link to that video, found on our YouTube Channel. 

CLICK HERE TO VIEW THE VIDEO WITH TONY BISHOP ON MENTORSHIP

As our plans for Pro-Vision Solutions move forward, we hope to share additional insights and wisdom from people like Tony. 
 
Watch for more information and updates, as we have a number of interesting projects coming together over the next few months.  That’s keeping us busy as we're also doing a lot of networking, promotional work, and are involved in several volunteer roles where we believe we can add value.
  
Wishing you the best of success,
- Jim Ewing

Pro-Vision Solutions Inc.
Edmonton, Alberta (Canada)




Business Success BLOG:  http://BusinessSuccessBlog.blogspot.com/
Mentorship BLOG:  http://ProVision-Mentorship.blogspot.com/
YouTube Channel:  http://www.youtube.com/user/ProvisionMentorship
Linkedin Profile: http://www.linkedin.com/in/JimEwingProVision

Facebook:  facebook.com/JimEwingPVS
Twitter:  JimEwing_PVS

Capital Ideas Edmonton and "How do you make mentorship work for you?"

I really enjoyed my front-row seat at the Capital Ideas Edmonton event in May of 2014 when the topic was, "How do you make mentorship work for you?"  Here's the photo I took just as the discussion was getting underway!

Seen above is Karen Unland from Capital Ideas (left to right) with panel members Kristina Milke of K-GAR Consulting Inc. and VA Angels; Dan Duckering of DEXIO Inc. and Ray Muzyka of Threshold Impact and UAlberta Venture Mentoring Service.

There was a lot of great information, tips and suggestions that came forward as panel members shared their experiences with mentorship and how we can make the most of it. 

Here’s a quick overview of the facilitated questions that were put to the panel:

• Why do you mentor?
• How do you select who you mentor?
• What are the differences between mentoring entrepreneurs and employees?
• What is the best lesson you've learned from a mentorship relationship?
• How do you set boundaries with who you mentor?
• How do you deal with impostor syndrome?

If you’d like to hear the responses that the panel members provided, my friends at Capital Ideas Edmonton have provided the highlights from the panel in tweets, photos and video clips that can be seen at the following URL link.  CLICK HERE




AND if you'd like to provide your comments regarding any of the questions listed above, please add your remarks to to this post so we can share them with others. 

BTW - Pro-Vision Solutions Inc. has many FREE video clips on the topic of Mentorship on our YouTube Channel.  Here's a quick link to those resources:  CLICK HERE

Making Better Decisions Quicker

We’ve recently mentioned in some of our other social media channels of how important it is for leaders of successful organizations to develop and empower their people so that they can very quickly make the best decisions on behalf of the organization.


What have you found to be effective in your organization or business when it comes to, “Making Better Decisions Quicker”?  

(We’d love to hear from you, so please leave a few comments below!)

Here’s what we’ve found ...

MENTORSHIP within your business or organization can help your team achieve higher levels of success in a shorter amount of time.

In saying this, we’re referring to the very important developmental side of Mentorship – the process that helps people ‘plan and progress’ along their career path. In our case, Pro-Vision Solutions frequently works with communities and groups interested in the development of entrepreneurial success. Regardless of the context, we’re talking about a process that accelerates individual learning, and helps people to more quickly become productive contributors to their organizations, or in their own business ventures.

With the “Pro-Vision Mentorship Program” we’ve taken some of the best practices we’ve seen from several excellent mentorship programs and brought them together to further enrich the development of early-stage entrepreneurs. Building on the foundation we’ve established, we work with local communities and organizations to tap into the wisdom and experience of seasoned business owners and experienced leaders. We provide the necessary guidance, training and program management that allows for the quick introduction of an effective mentorship program that engages local volunteers as mentors with program participants.

If MENTORSHIP is a something of interest for you and your organization, please let us know. We’d be happy to speak with you regarding your needs and help you begin realizing some of the positive benefits that Mentorship can bring.

- Jim Ewing

Pro-Vision Solutions Inc.
Edmonton, Alberta (Canada)

Business Success BLOG:  http://BusinessSuccessBlog.blogspot.com/
Mentorship BLOG:  http://ProVision-Mentorship.blogspot.com/
YouTube Channel:  http://www.youtube.com/user/ProvisionMentorship
Linkedin Profile: http://www.linkedin.com/in/JimEwingProVision

Facebook:  facebook.com/JimEwingPVS
Twitter:  JimEwing_PVS

Can Mentorship Close the Gap on Employee Engagement?

FORBES ran an article in October 2013, reporting the results of a worldwide GALLUP poll. It indicated that only 13% of workers feel engaged by their jobs. To varying degrees, 87% of workers felt they were “emotionally disconnected from their workplaces and less likely to be productive.”

While it may seem like the battle to build the CAPACITY of our places of work is all but lost, don’t give up hope yet! That same GALLUP report and the FORBES article provide some clues on where improvements might be found. Examine the 12 key things against which workers were asked to rate their workplace experience against:

1. I know what is expected of me at work
2. I have the material and equipment I need to do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to count.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
11. In the last six months, someone at work has talked to me about my progress.
12. This last year, I have had opportunities at work to learn and grow.

So, when I look at that list, I see things that can be improved when employers create workplace environments that value their people and proactively take steps that develop their potential. While there are certainly larger issues touching on job descriptions, supervision, productivity and human resource management, I also see a number of aspects that one would expect to see within a positive MENTORSHIP relationship. What do you see?

Can MENTORSHIP help to CLOSE the GAP when it comes to the level of employee engagement?  

Please feel free to provide some comments regarding this question, on your experience in the workplace and reaction to any of the above. Let us know your thoughts on the Forbes article and Gallup poll that we’ve mentioned here.


CLICK HERE for the link to the Forbes article by Susan Adams:
“Unhappy Employees Outnumber Happy Ones By Two To One Worldwide”

 
Here the preamble as it was seen on the Gallup website, followed by a link to the “State of the Global Workplace” report:

The State of the Global Workplace: Employee Engagement Insights for Business Leaders Worldwide report highlights findings from Gallup's ongoing study of workplaces in more than 140 countries from 2011 through 2012. This is a continuation of Gallup's previous report on employee engagement worldwide, which covered data from 2009 through 2010. This latest report provides insights into what leaders can do to improve employee engagement and performance in their companies. It includes regional analyses of employee engagement data, country-level insights from Gallup consultants around the globe, a look at the impact of engagement on organizational and individual performance, and information about how companies can accelerate employee engagement.

CLICK HERE for the link to the Gallup report: State of the Global Workplace

WHO INSPIRES YOU?

Today, I'm asking the question: "WHO INSPIRES YOU?" 

A few days ago, a friend asked a number of us to forward something that inspired or motivated us to another individual. As I thought about that request, I was reminded of a poem I'd come across some time ago ... but beyond that, my mind went back to the special individual that came to my memory as I first read it many years ago.



It's funny how we encounter 'special people' who help us as we travel along life's road, and ultimately have a way of shaping us into who we are today!

• Who's that 'special person' in your life? 
• Who comes to mind?
• WHAT is or was it about them that inspired you?
• What did it MOTIVATE you to accomplish?  

Perhaps they were a “mentor” to you in the process, although you may never have thought about it in those terms.


YOU may have chosen your mother, perhaps your father, a teacher, coach or friend. 
 
If you're like me, you'll likely have a number of people come to mind.  But regardless of who that person is, I’m sure YOU have your own special reasons for picking those you feel are INSPIRING. This is someone who has helped you to DEVELOP into who you are TODAY, and into who you are becoming TOMORROW.  Be sure to find a special way to thank and/or honour this special person in your life. 

In closing, if the above ‘rings true’ with you, you will likely enjoy this next short but touching story, “When You Thought I Wasn’t Looking”.  I invite you to read it on my Business Success BLOG at: http://ow.ly/h8q9a

Thanks for any comments or thoughts that you'd care to add regarding this post and question: "Who INSPIRES you?"

Mentoring in the Arts

* The photo shown above and the following article is re-posted in it's entirety, as originally found at:
http://www.forces.gc.ca/en/news/article.page?doc=the-art-of-medicine/hnbfat6w


It was an unintended discovery - one made after following a chain of URL links - a chain that led me to this story that's reposted today.  There are a number of interconnected threads, perhaps more than can be fully addressed here, but definitely aspects of "MENTORSHIP" and its significance in the world of the arts!

When you read this story, I'd encourage you to reflect for a moment on the importance that 'the arts' play within a free society. And when you grasp onto that realization, consider the very real and practical need to attend to the ‘business’ related aspects of those arts.  Strengthening the health and vitality of the artistic community in turn strengthens the cultureal fabric of our society as a whole.

Within my own community, I'm looking forward to future steps that will provide additional value - bringing the ‘artistic community’ and the ‘business community’ together.  Not only will it improve the financial position and strength of the artists who participate, but it will further enrich the character and vitality of the community at large, namely, those places where we live, work and enjoy quality time with each other.

Thank you to all of those (including those within the following story) who's efforts improve the enviroment and allows the full creativity of people to be shared with those around them, and the world.

Please enjoy the following reposted article and let us know your thoughts by providing us with your comments.

Sincerely,
 - Jim Ewing, for all of us at Pro-Vision Solutions Inc.

October 28, 2013

By: Colonel Steve Plourde, AFAMS Advisory Team Leader

“Art washes from the soul the dust of everyday life.”- Pablo Picasso

Hidden away in a mostly industrial neighborhood in Kabul, the small and seemingly austere home of the Centre for Contemporary Arts Afghanistan (CCAA) can easily be overlooked. However, within the small brick-walled compound lies true Afghan treasure in the form of talent, passion, courage and hope for the future.

This fortunate yet unlikely destination is a result of a voyage of sorts begun by Major Andrew Currie, a Medical Officer, assigned as a mentor to the Armed Forces Academy of Medical Science (AFAMS) in 2011, as part of the Canadian Contribution to the NATO Training Mission Afghanistan. A small team of Canadian Forces Health Services members have been serving on this mission as advisor-mentors to their Afghan counterparts to develop and implement a standardized, Afghan appropriate, medical education and training system for the Afghan National Security Forces.

Maj Currie, a skilled artist/cartoonist himself, began raising money from his fellow contingent members, in hopes of making a modest contribution to a yet-to-be-determined organization, in hopes of encouraging those who amid the ravages of war, find the inspiration to express the human condition through Art. Subsequent rotation members adopted the cause and continued fund-raising efforts and determined that an art school would be a worthy benefactor of this small but heartfelt gesture of assistance. The CCAA was identified as the target organization and effort began by members of the final mission rotation to locate and establish contact with this deserving centre.

The CCAA was founded in 2004 and is run by Rahraw Omarzad, a writer, artist, curator, journalist and professor at the Faculty of Fine Arts in Kabul. The CCAA is an independent artistic and cultural center in Kabul. In 2006, the centre changed focus and established the only women’s art center in Afghanistan. The main goal of CCAA is to provide equal opportunities for both men and women and to provide young artists the chance to express and improve their artistic talent as individual and creative artists, and implement a new way of looking at art in Afghan society. Previously repressed under the Taliban, the centre is working with artists in the fields of visual arts, installation, painting, video art, photography, and miniatures.

The 30th of September, 2013, a unique military mission was initiated. Accompanied by my Sergeant-Major, MWO Brad Olmstead, our CAF Imagery Technician MCpl Frieda Van Putten, and our ever-present soldiers providing force protection, we set out to the centre to make our small donation on behalf Maj Currie and of all who served the AFAMS Advisory mission. Navigating through the confused congestion of Kabul traffic, our two-vehicle convoy travelled but a short nine kilometers to reach the modest and relatively non-descript centre. Behind the rickety doors separating the inner buildings from the street, I was greeted by Ms. Bahar Falah, the Deputy Director who, with the traditional warmth of Afghan hospitality, quickly and most-politely invited us to sit and offered us Chai (tea).

We introduced ourselves and explained the history and reasoning for our donation to our appreciative hosts who were clearly surprised at this seemingly “out-of-the-blue” support for their oft-overlooked but tangible contribution to nation-building. What followed was truly inspiring. We were taken on a tour of the “studio”; a gravel-floor building at the rear of the austere compound, lined with various impressive works of art leaning against the otherwise barren concrete walls. There, a half-dozen young women perfected their craft. Each of them, with suppressed pride and visible passion, explained what they hoped to convey. Most were mixed reflections of pain, uncertainty, hope and emancipation. They touched each and every one of us by the depth and intensity of their works. It was hard to imagine why and how such expressions could be considered illegal and immoral a few short years ago.

The AFAMS Advisor Teams (2011-2013) raised and donated a total of 33 468 Afghani (about $600 USD) in order to support and encourage the fine and important work of the centre. A modest sum perhaps, yet an immense boost we were told, to this organization ability to continue and grow. As health services professionals, we appreciated the opportunity to focus on the less-physiological but no-less vital aspect of humanity’s ability to endure through artistic expression, no matter the circumstance; the Art of medicine indeed.

"Standing on the Shoulders of Giants" ...

With this post, we invite you to comment and respond to this discussion.  Share it within your circle of contacts and let's build the conversation with a 'community' that's interested in developing others to their fullest potential!

Here are some further thoughts after further reflection on our previous series of BLOG posts regarding Key Characteristics in Healthy Mentoring Relationships.

* IN THIS POST we're asking:  What are your thoughts on the importance of pro-actively stepping forward to advocate on behalf of a Mentee?

If for example, let's consider the big picture and the 'long-term' development within the business or organization we're trying to move forward. What sort of involvement or support might have contributed to the realization that the successful person has achieved their success as a result of, to use that great imagery, "Standing on the shoulders of giants". 

It reminds me of the developmental role and responsibility of leaders to groom the next generation of leaders. And that may well be to in some way: INTERCEDE, ADVOCATE and MENTOR them through their preparation process! After all, when you honestly think about it ... isn’t that what others did to help you along your path?

• Is there someone you still need to thank for the help they provided you? 
  
• Who can you help in the development of their career path?
   
• What are your thoughts on this, OR a related experience you can share? 

PLEASE ... add a few comments for us all to consider and share with others. (Thanks)

 

REVISITING - "COACHING vs. MENTORING"

I recently had opportunity to take another look at the question, "What’s the differences between coaching and mentoring?" It's a good question and the post of June 5, 2011 in this BLOG seemed to really 'hit the nail on the head', so if you don't mind, I'd like to revisit it once again.

Professor David Clutterbuck

By way of an update:  

1) My introduction to Professor Clutterbuck has over the years transitioned into a wonderful professional relationship. Thank you David for your input, friendship and (if I may use the term here) MENTORSHIP!  David operates under the name, "David Clutterbuck Partnership" and his Website is at: www.davidclutterbuckpartnership.com

2) Let me also mention that the professional association (APEGA) was known as "APEGGA" at the time of the original post. It is now has known as "APEGA" - that is, the "Association of Professional Engineers and Geoscientists of Alberta".  I’ve enjoyed attending a number of the APEGA Mentoring Conferences in the past and found them to be most valuable. 

 

NOW - here is that very interesting look at the difference between "Coaching" and "Mentoring" ...

 

What’s the differences - coaching and mentoring?

People often ask:  What’s the differences between coaching and mentoring? It’s a good question, and if you’ve done some research on Mentorship, you will have noticed that responses widely differ, leaving a lot of confusion. To shed some light on this, here are some enlightening comments from Professor David Clutterbuck,  David Clutterbuck Partnership. These are taken from the notes that I took during his session at the APEGA Mentorship Conference in Calgary, Alberta in October 2010, Please give them some thought, see if they help you, and feel free to add your thoughts as a comment to this post. Thanks.

David Clutterbuck’s comments: If you know where the conversation is going, and have a clear scheme in your mind for the discussion ... it’s not mentoring.  Where you get to in a Mentoring conversation may not be where you originally intended ... it’s a journey of discovery, a creative conversation.

On the other hand, coaches typically have you do something. They observe you and provide you with some feedback. As a result of following their direction, improvements can quickly result.  While there may be some long-term develop that occurs, the main focus is on improving your immediate results.

Coaching is always about performance, it’s about ‘doing’. Whereas, Mentoring is about development, it’s about ‘becoming’ more than what you are now.



Following the APEGA Mentorship Conference, I came across the following from an article by Professor David Clutterbuck.  It seemed to address this puzzling question and was titled, ENSURING COACHING & MENTORING DELIVER REAL VALUE TO INDIVIDUALS & ORGANISATIONS (2005).

Confusion about what is meant by coaching, mentoring and other forms of development, he says, leads to a mismatch of expectations between participants. Enjoy the balance of Clutterbuck’s explanation and then share your comments to this post.

Terminological confusion: There are at least two major types or styles of both coaching and mentoring.

Traditional coaching, as typified in sports coaching is a system for imparting skills and improving performance, using observation and feedback by the coach.

Developmental coaching has the same goals, but uses a much greater level of self- observation, reflection and self-feedback by the learners – the coach’s role is essentially to help them coach themselves. There is often a high emphasis on behaviour change.

Sponsoring mentoring, derived from US practice and still the dominant model in N. America, is a relationship in which a senior person uses their influence and experience to guide the career of someone more junior. It is generally a one-way learning activity that places high emphasis on career achievements and on direct intervention by the mentor.

Developmental mentoring is largely independent of the power issues, although the mentor’s greater experience is important. It is a two-way exchange of learning, where personal growth is the critical outcome (which may or may not lead to career achievement). The emphasis is on helping the other learning partner do things for him/herself.

People describing themselves as executive coaches or life coaches, for example, might operate in any of these styles, or a blend of several. Successful learning relationships therefore need to define clearly what each party expects in terms of approach and behaviours. It’s also important to examine the experience and qualifications of people offering coaching and mentoring services to determine how relevant they are to the approach expected.

Glenn Furuya - Mentorship Moments (PURPOSE - NEW VIDEO)

We really enjoyed having the opportunity to meet with Glenn Furuya, President & CEO at Leadership Works, LLC in May 2012 while we were in Honolulu, Hawaii. Glenn is an expert in leadership and employee development - serving a wide variety of clients and industries throughout the world since 1982. 

Here's a portion of the discussion where Glenn talks about the PURPOSE for a Mentorship relationship.

CLICK HERE TO VIEW

For your benefit, here are a few of the key thoughts from that video discussion with my friend, Glenn Furuya - Mentorship Moments (Purpose)

Glenn says that the purpose of mentorship is to set people up to succeed.  It's intended to help them find their gifting and talents and nurture them to share those talents with others. Mentorship helps to develop confidence, provides support, education and advise to those being mentored. Mentorship gives them an opportunity to spread their wings, to give things a try, it helps them to grow & lets them build, expand and develop, and then share it with others.

Our full interview with Glenn Furuya can also be found on our YouTube Channel and a direct link to Glenn's full interview is provided by clicking HERE. 

We look forward to hearing your thoughts on Mentorship, or on developing a mentorship program for your organization. 

PLEASE LEAVE A FEW COMMENTS RELATED TO WHAT YOU'VE SEEN AND HEARD.