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Who We Support Clients Only
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Executive Coaching & Mentoring
“I want to thank you for your counseling and guidance helping me understand how to interact and communicate within my organization It was helpful that you were able to capture my supervisor's expectations and work with me on taking the actions that I needed to exceed those expectations. Without succeeding in my role this year I would not have had the opportunity for my new role next year. Thank you!” P.T. CH2M Hill (Global engineering, construction and operations firm) What are Executive Coaching and Mentoring? Mentoring and coaching are one person helping another succeed. The purpose of either executive coaching or mentoring is to provide guidance and advice to improve executive performance and satisfaction. The services of coaching and mentoring are done via the development of a relationship and performed over time. The topics covered are specific to the particular needs of the executive, not some pre-developed curriculum. The dichotomy of mentoring and coaching is that the mentor/coach does not espouse to hold the only answer and does not expect unconditional agreement, yet one of the main tools employed is personal accountability. The accountability is to oneself more than to the mentor/coach. Such an approach results in life-long performance improvement and self-satisfaction. These mentoring/coaching relationships are characterized by a strong sense of trust, a commitment to mutual learning, and an openness and willingness to say what needs to be said. Executives often find themselves without relationships that provide frank, honest, informed input with the best interests of the executive in mind. A mentor is often the only relationship that can provide that kind of input. How is Coaching Different From Mentoring? Coaching is usually a shorter-term relationship based on clearly defined skills or behavioral issues. Mentors operate on a more intensive holistic level, helping executives explore their issues, build their own insights and self-awareness, and develop the executive’s unique ability to operate effectively. Phases in the Mentoring Relationship Phase I: Relationship building; Making commitments Phase II: Information gathering; Goal setting Phase III: Talking, listening, brainstorming, enabling, encouraging, assigning, deciding, growing Phase IV: Evaluation, follow-up, continuation
Coaching & Mentoring Options Mentoring and Coaching relationships are, by definition, customized as needed to fit the needs of the circumstances. Below are some typical options for working together. Please let us know if other options work better for you. Short-term Coaching: Scheduled meetings and conversations with coach and executive to discuss and make progress on prescribed issue(s) with specific outcomes desired. Ongoing Coaching: Regularly scheduled (e.g., weekly or monthly) meetings of 1 to 1.5 hours each over an extended period of time to deal with performance, relational, and satisfaction issues. Focus is on determining and addressing root causes. Mentoring Regularly scheduled (e.g., weekly or monthly) meetings of 1 to 1.5 hours each over an extended period of time (usually 6 months or more) to deal with overall performance and satisfaction issues. Focus is on determining and addressing root causes. Often involves exploration of topics spanning professional and personal life, building insights and self-awareness, and developing the executive’s unique ability to operate effectively. Includes conversations (initiated by either the executive or the mentor) via phone and email between sessions.
Ten Marks of a Good Mentor (Adapted from Dr. Howard Hedricks’ book, As Iron Sharpens Iron)
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