Coaching and Mentoring Techniques

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Benchmark- Coaching and Mentoring Techniques

Ryan Schwartz

Grand Canyon University: LDR-612

Dr. Eserifa

October 15, 2021

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Coaching and Mentoring Techniques

There is a big difference in being a leader and being a Servant leader. Being a leader

does not mean that you always have the best interest of your employees at heart. Some leaders

only care about accomplishing the task at hand and not the well-being of the people that they are

in charge of. Servant leadership is about placing the needs of others before yourself and bringing

out the full potential in others that follow you. Servant leaders coach, mentor, lead, develop, and

inspire others to be good through their actions and leading by example. Coaching and Mentoring

is about your followers and building strong relationships and watching your mentees develop and

flourish through communication, goal setting, and performance and potential. I will discuss

coaching and mentoring techniques that I have chosen to use in my Individual Development Plan

(IDP). I will discuss how they support goal setting that contribute to both short term and long-

term growth and performance of the mentee.

Short-Term and Long-Term Goals

When coaching or mentoring someone it is important to sit down, plan, and discuss short

term and long-term goals that the mentee can work towards in order to fully maximize their

potential. When trying to plan for your mentee, one of the best tools that can be utilized is the

Individual Development Plan (IDP). This is a tool that you and your mentee can sit down,

brainstorm, discuss, and write down both short-term and long-term goals that are in the best

interest for his or her professional and personal career and education. In addition to listing those,

you can also write down a realistic timeline, and supporting activities to do so. The mentor can

identify coaching and mentoring techniques to accomplish these goals set forth.

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Coaching Techniques

When researching coaching techniques that I can utilize to help develop my mentee, I

looked for techniques that mostly aligned with my personal style of leading and my personality.

I will motivate, inspire, encourage, and lead creativity, innovation, and flexibility through my

leadership style and personal commitment to creative leadership. This is my concise personal

vison that describes me as a servant leader in my organization. I feel these are necessary from all

leaders who wish to serve their employees and create and foster a climate of success and good

coaching. Being active-duty Army, we are taught to always have a plan, however, remain

flexible, and know how to problem solve. One technique that I will help her with is time

management. Maximizing your 24-hour day is imperative to being successful. Also being able

to control your emotions and not let them get the best of you in stressful situations. I feel that

Cognitive Behavioral Coaching (CBC) best matches my leadership style and IDP technique.

Cognitive Behavioral Coaching

In the IDP, when it comes to coaching/mentoring my mentee, we will come together, sit

down, discuss, and develop a plan of action for both short-term and long-term goals, go over

techniques to accomplish those goals, and also evaluate performance and potential. “To facilitate

goal attainment, CBC adopts a dual system approach where both behavioral and psychological

interventions are considered crucial and instrumental in achieving coaching goals” (Minzlaff,

2019).

Support Long-Term Growth

One of the biggest responsibilities as a leader is to support, motivate, and inspire your

followers and mentees. As their coach, I will be using the cognitive behavioral method which

will allow them to focus on the task at hand not worry about issues outside of their span of

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control. Realizing that some things cannot be controlled and not worrying about them or

stressing about those things will free your mental concentration and allow you to focus on

important tasks in front of you. “Develop an orderly sequence of goal-directed action steps”

(Minzlaff, 2019). In order to support long-term growth, CBC psychological interventions which

help deflect negative thoughts and emotions which can lead to disrupting the process of

achieving goals. “Self-limiting/distorted thoughts and beliefs, counterproductive behaviors and

problematic emotions often block the way of attaining the goals and must therefore also be

addressed as part of the coaching process” (Minzlaff, 2019).

Team Setting

When incorporating cognitive behavioral coaching into a team setting it can become

more difficult only because of the influence they may have on each other. For example, one

team member may be more stressed out than another and bring their stresses to the team and

allow outside distractions affect the team in a negative way. It is important as a leader to control

those distractions and keep the group as focused as possible on the tasks in front of them. By

motivating, empowering, inspiring, and coaching them to accomplish one goal at a time and not

allowing them to get overwhelmed with many different tasks at once, will promote team success

and build confidence among the group. In addition, I will also use psychological interventions to

shield any negative thoughts or behaviors that could cause confusion among the team.

Mentoring Techniques

Depending on what textbook you read, it will say that there is no difference between

coaching and mentoring. However, I have also read that coaching and mentoring are different in

many ways. Mentoring is a more directive approach, meaning one on one, more personable and

is more of a long-term personal growth, self-improvement, and discussion or counseling session.

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Whereas coaching is more of a non-directive approach, for short-term performance-based

instruction, like a sport, or skill. Because I am in the Army, monthly counseling sessions are

something we do to help improve our soldiers, I found that mindful mentoring aligns with my

leadership style.

Mindful Mentoring

Using this technique I will communicate, listen, and pay attention to what her needs are

and help her to improve in order to become a better leader when she takes on a mentee. Being a

mentor means that we have developed a close, more personable relationship with one another.

She is seen more as my partner, rather than my subordinate. I can show her how to be a mentor

through my actions with her and she can see it firsthand how it is done. As a mentor to her ill

provide less structured meetings where we discuss her experiences, provide a long-term

working relationship, and not hold the mentee accountable but reflect on progress (Cleaver,

2016).

Support Long-Term Growth

This mentoring style directly supports long-term goals and growth by providing active

listening skills, good feedback, and building strong relationships. Leading by example and

showing her how to establish and build great relationships through mentorship.

Team Setting

One of the biggest benefits of mindfulness in a team setting is the ability to control

one’s emotions and be aware of the team’s emotions and overall climate of the group. Being

aware of everyone else’s attitudes, problems, behaviors, and overall health is key in the team’s

success or failure. This will also build trust, loyalty, and work performance when the team

sees that they are truly cared for by being aware of what is going on with them. Not every

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person can be treated the same and being mindful of that and developing personal relationships

with each team member will go a long way.

Emotional and Social Intelligence Skills

Being a servant leader will go a long way when showing your emotional side. Showing

your mentee that you genuinely care for their wellbeing and overall health, morale, personal

life will build a great relationship between the both of you. Being empathetic to them and

being able to place yourself in their shoes will let them know that they are truly cared for by

you. As leaders, we must be self-aware, self-reflect on our leaderships tyle, and be able to

place ourselves in their shoes and see if that is how we would like to be treated.

Ethical Considerations, Christian Values, and Beliefs

The techniques that I have chosen to use in both my Coaching and Mentoring

approaches I believe are in line with the Christian Values as well as the Army Values. In 1

Thessalonians 5:11 it says, “encourage one another and build each other up”. Being mindful of

one another’s feelings and showing respect for one another is in the foundation of Christianity.

These beliefs also directly align with that of the Army values which have almost the same base

line as Christian Values.

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References:

Cleaver, J. (2016). How to Mentor. TCE: The Chemical Engineer, 896, 44–50.

Greenleaf, R. K., Senge, P.M., Covey, S. R., & Spears, L. C. (2002). Servant leadership: A

journey into the nature of legitimate power and greatness: Vol. twenty-fifth anniversary

edition. Paulist Press.

Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The

new science of leading change (2nd ed.). McGraw-Hill Education.

Northouse, P. G. (2019). Leadership: Theory and practice (8th ed.). Thousand Oaks, CA: Sage.

ISBN-13: 9781506362311

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