While some professional bodies like ICF have a very pure definition of coaching, it's common for people coming to coaching to be unclear what we offer. Sometimes the organisation has commissioned you to do a combination of coaching and mentoring. What's ethical? What's partnership? What's useful?
Today Claire is joined by
Takeaways
- The tension between coaching and mentoring arises when and how to give advice.
- Having a clear niche can be helpful, but it's important to remain open-minded and authentic.
- Credibility and authority from previous professional experiences can influence coaching.
- Coaches should strive to be in the same conversation as their clients and maintain flow and flexibility in sessions.
- Letting go of imposter syndrome and perfectionism allows for more effective coaching.
- Transitioning between coaching and mentoring should be fluid and natural, using normal language to indicate the shift.
- Good enough for now is a valuable mindset in coaching, allowing for progress and improvement over time. Staying in flow and allowing the client to stay in flow is crucial in coaching conversations
- Mentoring requires the mentor to hold back from giving answers and instead guide the mentee towards finding their own solutions
- Experience can be valuable in mentoring, but it's important to recognize that what worked for the mentor may not work for the mentee
- Team mentoring can provide a unique opportunity for collective learning and the development of diverse skills
- The concept of changing hats in coaching and mentoring may require coaches to expand their range and be comfortable with change
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Keywords
changing hats, coaching, mentoring, advice, niche, freedom, credibility, authority, imposter syndrome, conversation, flow, flexibility, changing hats, flow, coaching, mentoring, experience, team mentoring, collective learning