Why Coaching?

COACHING is simple in concept, but genuine, collaborative coaching is highly skilled, builds trust, and can be applied to the achievement of goals of any sophistication or complexity. There are generally some common themes involved, and perhaps barriers getting in the way, that need to be tackled.

Coaching is perfect for procrastinators

  • Do you constantly put off doing the most difficult or important thing on your to do list?
  • Are you a mañana person, always putting off doing something until it’s the ‘right time’?
  • Do you leave critical things until the last possible minute before the deadline?

Coaching gives you motivation, clear steps, and the drive and discipline to complete the all-important tasks that collectively take you in the direction you need to go.

Coaching is perfect to gain a clear picture of just how to get to where you want to be

  • Know where you want to end up but not sure where to start or what exactly you need to do to get there?
  • Not sure what you need to do when and in which order to keep on track?
  • Are you really doing everything you could to make sure your plan works?

Coaching explores all possible avenues and results in action plans that are committed to and monitored, ensuring progress to the overall goal is consistent and constant.

Coaching is perfect if you are not sure if you are good enough to ever get to where you want to be

  • Known for a while where you need to get to, and even most of what you need to do to get there, but you are still unsure if you can really do it?
  • Have you tried to go down a similar road in the past and not been successful?
  • Have doubts that you are capable about doing what you need to do?

Coaching is non-judgemental, explores your limiting beliefs and the barriers that are holding you back, and finds reasons and routes to success that you may not have realised will be your route to success.

COACHING builds self-belief which in turn creates sustained high performance

Why Mentoring?

MENTORING tends to oversee broader issues and often is a longer term relationship than coaching, looking at the client’s overall development. Mentoring requires expertise in the subject at hand, which Coaching does not have to the same degree. The Mentor is able to provide guidance, information, and wise counsel; advice may also be appropriate based on their own experience in a specific area. A Mentor is NOT a ‘saviour’ as it is not in the client’s interest to develop a dependency on their mentor – the client must take personal responsibility for their career.

  • Do you need advice on how to manage specific relationships with key people at work?
  • Do you need advice on how to handle work politics better and how you may be perceived?
  • Do you need specific information or advice connected with the job or industry that you work in?
  • Do you need a sounding board to offload your frustrations about issues at work and welcome advice on how to cope with them better?
  • Do you need to build your network to help you progress your career?

Mentoring is a way of receiving advice and independent and impartial feedback. It can offer guidance on how you personally liaise with others and how you may be perceived. It can help by providing support when you need to let off steam, and help you review and understand those frustrations, and devise plans to help with them in the future. It can also help you build the key networks that will help you progress.

MENTORING offers you potential new ways of thinking and problem solving, and the additional short-cut of learning from an expert who has been there before and can advise on the options and best route to success, based on experience

 

Here’s some reasons why you should consider Mentoring: 

Sun Microsystems (2009) compared the career progress of approximately 1,000 employees over a 5-year period and here’s what they found:

  • Both mentors and mentees were approximately 20% more likely to get a raise than people who did not participate in the mentoring program.
  • 25% of mentees and 28% of mentors received a raise – versus only 5% of managers who were not mentors.
  • Employees who received mentoring were promoted FIVE times more often than people who didn’t have mentors.
  • Mentors were SIX times more likely to have been promoted to a bigger job.