How can L&D maximize the value of working with a coach or mentor for their own professional growth and development, and what are some effective strategies for building a coaching or mentoring program that can be sustainable within an organization?
This was an interesting conversation. When considering coaching and mentoring programs, we take many things for granted - we assume people know where to go and what to do.
- Do we know the difference between coaching and mentoring?
- What baggage can a potential mentee may bring to formal mentoring situations, and are mentors trained for that?
- What about reverse mentoring in the workplace?
- How good are WE at creating connections that may be potential mentors or coaches?
There was a lot to consider and absorb. One particular point of discussion was remembering that many people are assigned “coaching” as a punitive action. They’ve done something wrong, now they must be “coached”. Honestly, a perspective I had overlooked.
I hope you find other A-HA moments too!
View the full Coffee Chat Video here
View the Transcript here here
This chat calls back to this Learning Rebels Blog Post: Everyone Needs a Coach or Mentor
Additional reading:
- Mentoring Best Practices
- The Differences Between Coaching and Mentoring
- The Odyssey’s Millennia-Old Model of Mentorship
Read these!
10 Steps to Successful Mentoring (10 Steps Series) by Wendy Axelrod
Mentoring Manual by Julie Starr
The Mentoring Guide: Helping Mentors and Mentees Succeed by Vineet Chopra, Valerie Vaughn, Sanjay Saint
Dare to Lead: Brave Work. Tough Conversations. Whole Hearts by Brene Brown
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Host: Shannon Tipton
Podcast produced by: Obsidian Productions