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Your employees are probably the largest recurring investment your company makes. Are you using the best approaches to get the highest return on your investments? Have you ever wondered which can help develop you, your leaders and your employees - Training, Mentoring or Coaching? The answer is all of them, just at different points in one’s career. People often approach one’s development considering only one of the tools. Attendees will differentiate between the tools and identify when to engage training, mentoring or coaching in developing themselves, their leaders, and their employees.
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Training, Mentoring, Coaching Which Can Help?
2012 ASTD Valley of the Sun Conference October 24, 2012
Margo Boster • CEO & Co-Founder, ImpaQ Solutions, LLC • Help organizations and the people within those organizations
do and be more than they thought possible; more than 25 years of professional experience in senior leadership • International Coaching Federation credentialed coach • Center for Credentialing and Education Board Certified Executive
Coach • BS in Psychology with emphasis in Organizational Effectiveness,
University of Maryland • Graduate level course work in Public Policy and Administration • Georgetown University Certified Leadership Coach • MBTI, DiSC, Lominger Competency Assessments, Organizational
Culture Assessment Instrument (OCAI), CCL 360 Assessments 2
Today’s Discussion
• Relationship between training, mentoring and coaching in developing yourself, your leaders, and your employees.
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o Discuss the definitions and characteristics of training, mentoring and coaching
o Learn at what point in one’s career each tool can be most beneficial
Not to be reproduced or redistributed without written permission of ImpaQ Solutions
Training - Definition
• Organized activity aimed at imparting information and/or instructions to improve the recipient’s performance to help him or her attain a required level of knowledge or skill 1
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1www.businessdictionary.com
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Training - Characteristics
• A Trainer is one who has the knowledge or skill and imparts it to a trainee
• A Trainee is one who receives information to improve their knowledge or skill 5
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Examples of Training
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At the end of training you are at the beginning of learning
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Mentoring – Definition
• Mentoring is a developmental partnership through which one person shares knowledge, skills, information and perspective to foster the personal and professional growth of someone else.
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Source: University of South Carolina College of Communication and information
Not to be reproduced or redistributed without written permission of ImpaQ Solutions
Mentor - Characteristics
• A mentor facilitates personal and professional growth in an individual by sharing the knowledge and insights that have been learned through the years (Senior employee)
• A mentee is an achiever–”groomed” for advancement by being provided opportunities to excel beyond the limits of his or her position (Junior employee)
8 Not to be reproduced or redistributed without
written permission of ImpaQ Solutions
Mentor Programs
• Formal / Structured – Create a Structure – Pairing – Train the Mentors – Manage Expectations
• Informal
May have multiple mentors throughout career and
multiple mentors at same time
9 Not to be reproduced or redistributed without
written permission of ImpaQ Solutions
Coaching - Definition
• The International Coaching Federation (ICF) defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.
• A collaborative, confidential partnership focused on gaining results and increasing the effectiveness of leaders and managers.
10 Not to be reproduced or redistributed without
written permission of ImpaQ Solutions
Coaching - Characteristics Trained professional coaches: • Identify obstacles to reaching goals, and design strategies and
actions for success
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• Create a listening environment in which the Client is comfortable articulating practical challenges he/she is facing
• Ask questions that will elicit the Client’s vision to expand beyond the boundaries of their current perspective
• Clarify and establish priorities and well-defined plans • Provide tools, support and structure to ensure continued
learning and growth
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Types of Coaches
12 Not to be reproduced or redistributed without
written permission of ImpaQ Solutions
Types of Challenges
• Technical challenges involve situations for which the skill set necessary to address complicated issue is known.
• Adaptive challenges are those that require us to learn something new or look at the situation with a different mindset in order to be successful.
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Source: What to do When Change Efforts Fail: Applying the Kegan and Lahey’s (2009), Immunity to Change Process
Dr. Robert Kegan, Professor in Adult Learning and Professional Development, Harvard University
Not to be reproduced or redistributed without written permission of ImpaQ Solutions
Aligning Development with Challenge
Training Mentoring Coaching
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Technical Adaptive
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15 Not to be reproduced or redistributed without
written permission of ImpaQ Solutions
Thank You
[email protected] www.impaq-solutions.com 480-359-6147 703-864-8334 twitter.com/ImpaQ_Solutions www.facebook.com/ImpaQSolutions http://www.linkedin.com/in/margoboster
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