Coaching
Empower your career with personalized 1:1 coaching. Take the first step toward achieving your goals and sign up for a complimentary discovery session. Whether you’re seeking to build leadership skills, align with your purpose, or find clarity in your career path, our coaches are here to support you. Join us today to enhance your journey in service!
Coaching promotes collaborative communication, a lifelong learner mindset, personal self-awareness, regular feedback, and professional growth.
Coaching
Empower your career with personalized 1:1 coaching. Take the first step toward achieving your goals and sign up for a complimentary discovery session. Whether you’re seeking to build leadership skills, align with your purpose, or find clarity in your career path, our coaches are here to support you. Join us today to enhance your journey in service!
Coaching promotes collaborative communication, a lifelong learner mindset, personal self-awareness, regular feedback, and professional growth.
“Understanding how to communicate with team members, learning how to give and accept feedback, and practicing discipline in conducting meetings are some of the breakthroughs that have moved us to a healthy culture.”
Mentoring vs Coaching Conversations
Differentiating coaching from mentoring is important in creating the desired coaching partnership. There is a presumption that these two types of conversations mean the same thing, but there are some nuances to them. Mentoring and coaching produce different outcomes and involve different types of skills. To help clarify, here’s an overview of how coaching conversations differ from mentoring conversations.
Mentoring is a voluntary relationship where a senior, more experienced person usually provides personal and career assistance to a more junior, less experienced person. Mentoring is more of a “learn from me” relationship. In the mentoring role, the mentor, a subject matter expert, is expected to share their experiences and give advice and guidance to the mentee.
In coaching, the coach’s role is to facilitate self-awareness on behalf of the coaching partner and is more of a “learn with me” approach. The coach asks open-ended questions, does not have to be the subject matter expert, uses active listening, demonstrates empathy, and asks powerful questions to empower the coaching partner. The coaching partner is inspired to take accountability and ownership of their development.
Why do we need coaching?
Higher strategic guidance calls for efforts to better develop team members as leaders to attract and retain the best talent throughout your organization by investing in individual development.
Organizations will not be successful unless they preserve team members as their greatest strength and asset—deliberately developing them—which is key to leveraging retention. Better talent management practices improve the organizations’ ability to retain the best and most fully qualified team members, who will provide a competitive advantage needed in today’s workplaces.
Focusing on development is also a way to increase engagement. Team member engagement has repeatedly been found to be a critical influence on an organization’s success. Increased engagement fosters increased development, feedback, performance, accountability, and retention.
Why invest in coaching?
It’s an opportunity to grow, refine your skills, and maximize your impact by enhancing self-awareness and gaining deeper insights into your strengths, blind spots, and how your behaviors influence others.
You will sharpen your ability to think ahead, solve complex problems, and make decisions with clarity.
Connect better with your teams, resolve conflicts, and inspire others through effective communication.
You will learn to tackle challenging situations, whether managing change, handling difficult conversations, or building resilience.
It is an investment in both personal growth and organizational success. It’s about becoming a leader who drives results, develops others, and creates a lasting positive impact.
Tips to Be More Coach-Like in Your Leadership
- Ask Powerful Questions: Focus on open-ended questions encouraging exploration, such as “What options do you see?” or “What would success look like for you?”
- Provide Support, Not Solutions: Resist the urge to solve problems immediately. Instead, guide others to find their own solutions.
- Be Present: Stay fully engaged in conversations, minimizing distractions to give others your complete attention.
- Maintain Curiosity: Approach every conversation with a mindset of curiosity rather than judgment, and always seek to understand rather than assume.
- Show Empathy: Acknowledge and validate the other person’s feelings and perspectives. Statements like, “It makes sense that would feel challenging for you,” can build trust and connection.
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Start experiencing and practicing being more coach-like in your daily interactions as well as engaging in peer-to-peer coaching partnership
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“CHANGE THE WAY YOU SHOW UP TO GET THE RESULTS YOU WANT.”
Lois Elrich, author, founder, entrepreneur, leadership coach, speaker, and facilitator