Nonprofit Coaching and Mentoring Converge
“Serving up coaching with a side order of mentoring”
Sometimes people use the words “mentoring” and “coaching” interchangeably, but in reality, their intent is somewhat different. Both share the basic objective of helping a professional reach peak performance and organizational success, though the approach used in a coaching relationship varies from that of a mentoring relationship. A bit. Or do they, really?
What are the differences?
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.” Coaching is thought to uncover professional capabilities that impact current positions, identify strengths and challenges, determine your potential as a professional, build upon key skills, and better understand how to best address obstacles to success. Coaching is typically a scheduled process with key benchmarks to be achieved.
Mentoring, on the other hand, is designed to help guide, advise, and support professionals to be the best they can become by understanding who they are, how they work, and how they address challenges and opportunities. Mentoring typically includes sharing personal experiences and role modeling and focuses on changing behaviors. Doesn’t seem all that different, does it?
In the nonprofit arena, both coaching and mentoring are used to reach a similar goal: maximize personal and professional potential. They may not be as different as we think, and if that’s the case, then perhaps a combination of coaching and mentoring will render the most successful results.
A combination that works.
I like to believe I “serve up coaching with a side of mentorship.” Frankly, in my estimation, it would be difficult to do one without the other. As a nonprofit executive director for more than 30 years, I find that I can speak from the positions of both a strong coach and a thoughtful mentor. And the pandemic and subsequent work/life upheaval has reinforced the need for structure and benchmarks, as well as some inspiration and modeling.
My work is typically with executive directors and CEOs of nonprofit organizations. Sometimes, it’s the leadership team - the executive director and the board president. For the most part, we are focused on specific operational obstacles and challenges. Yet sometimes it is about group dynamics and leadership styles involved with advancing a nonprofit organization. I am convinced that combining both coaching and mentoring makes for a more productive and rewarding experience for both the coach (me) and the client.
Productive coaching sessions include many of the following elements:
Coaching relationships should provide a comfortable and empowering atmosphere where honest and open conversations can occur. A level of trust must exist. That’s most important.
Discussions should include not only successes, but also failures. Clients should be able to honestly assess performance in a nonthreatening environment. Many of us are hesitant to share our vulnerabilities openly, being able to identify issues and gaps with your coach is imperative.
Coaching can help clients stay on track, especially in our current environment. Some might say we are not working from home, but rather living at work. It’s often difficult to stay motivated or to avoid distractions. A coaching relationship should help you stay on course.
Structure is vital. Ensure a good experience by setting guidelines for meeting times, how to prepare for a session, and what to expect in follow-up. Set expectations, benchmarks, and determine what the anticipated deliverables will be so that both you and your coach are aligned.
Determine the best way to ensure your already full schedule has ample time for coaching sessions and subsequent assignments. The truth is you can’t afford not to spend the time.
Together coaches and clients create a strong and trusting partnership that allows the leader to gain greater self-awareness, tap into their potential, broaden their leadership skills, and change behaviors that may be inhibiting progress.
A perfect fit.
As mentors and coaches, or a combination therein, we don’t have all the answers. Sometimes clients just need a cheerleader or someone to let them know they are on the right track. While coaching is the process of enabling a person to better their performance, mentoring adds that personal counseling and guidance that makes this combined approach the perfect fit.
Let us help you find the resources you need. Contact us here or schedule a call to share.