Think About It...
If you're going to employ a coach or mentor you want someone who can support and challenge you on a one-to-one basis to achieve personal growth and/or professional development. Forty years of working with (mainly) independently-owned and managed businesses has given me an excellent grounding in fundamental business acumen and more nuanced personal development, helping clients find their focus, reassess their objectives or branch out into areas they may never have contemplated previously - and in today’s ever-shifting economic, commercial and industrial landscape, there are plenty of opportunities - if you are open to them.
I can help you answer many of the inevitable questions by exploring and refining them to the core criteria and then using your own answers to achieve your goals quickly.
WHAT'S THE DIFFERENCE?
The relationship between a mentor and 'mentee' is different to that which a coaching relationship provides. Mentors can be more ‘directive’ and provide specific advice where appropriate. A coach would generally not offer their own solutions, but help the individual (coachee) find their own.
Coaching can be most useful when an individual recognises the need to develop personally and seeks out someone to help them, either to more effectively reach personal or work goals or to better deal with specific business issues. A coach will assist, challenge and encourage rather than direct, advise or teach. Coaching is a partnership that helps the individual work out what they need to do themselves to improve and, in the process, what motivates them and what gets in their way (attitudes, prejudices, preconceptions, assumptions). The coach would normally remain strictly a 'professional friend'. However, it is important to understand that even if they have trained as such, a coach is not a psychotherapist!
Mentoring is a relationship (sometimes between two work colleagues) in which the more experienced colleague (or someone who has 'been there and done it'), uses their greater knowledge and experience to support the development of the less-experienced colleague - the mentee. Many individuals use mentoring when they step up to more senior roles and need to quickly assimilate the different skills and ways of working needed to perform effectively in the new role. Mentees would normally set the agenda based on specific things they need to know and the mentor helps them learn in the way which best suits the client.
If you'd like to explore how I could be of value to you please get in touch to start a conversation.