Coach vs. Mentor/Manager

One manager’s approach

Julie Foxcroft

2012

My approach

• Developed using CTI coaching principles/tools• Initiated to develop happier employees• Start with Career Wheel

• Set up 1hr session– 30-45 min exploring 1 to 2 areas the employee wants

to shift on the Career Wheel to achieve greater fulfillment (i.e. not necessarily higher performance rating)

– Remaining time as a manager connecting their career choices to what is expected in business results (i.e. outputs that can be measured)

Career Wheel

Coaching

• Coaching is not about solving problems, although problems will be solved

• It is not primarily about improving performance, attaining goals or achieving results, although all of that will certainly happen over time in an effective coaching relationship

Coaching

• It is chiefly about discovery, awareness and choice.

• A method of empowering people to find their own answers, encouraging and supporting them on the path as they continue to make important career decisions

• Developing Leaders who not only believe in what they are doing but enjoy it because it is THEIR path

While coaching

• Do NOT offer answers or opinions to questions

• Employees ultimately want to “please” their manager regardless of how much they disagree with the “performance system”

• Focus on asking powerful questions

While coaching

• Do hold them accountable and keep them moving forward to their goals– Challenge them in their beliefs– Question what else is out there– Pretend you know very little about IBM and

what they do…force them to really explore their internal assumptions which may be driving behaviors that ultimately will hold them back

Powerful Questions

• Where do you want to make a difference in your career?

• You are Here. Where is Here?

• What do you value most in your career• What works for you when you are successful at

making changes• Where do you usually get stuck• What is at stake if you do not move forward• What else?

Closing Thoughts• A coach is there to

assist in creating a compelling vision for the employee. – We can be driven by

the desire for money or accomplishment

– Or we can be pulled by gravitational force of a compelling vision

• If we want greatness out of our employees we need to foster an environment where greatness can occur.