Training and mentoring employees can be a great way to unlock their potential and increase their value to your organization. By taking an interest in their growth, you are showing them that you care about their progress and this can lead to increased loyalty. Research has demonstrated that leadership coaching and mentoring can have a positive effect on mitigating any negative effects. Having a supportive relationship with a coach or mentor can help managers feel less isolated on their journey and better cope with their new roles. This, in turn, can reduce the stress and anxiety they feel.
In fact, people who received leadership counseling reported greater well-being and resilience in the workplace, with 91% of those who had a mentor being satisfied with their work. Coaching has been proven to have a powerful and positive impact on self-confidence, well-being, and work performance. When a manager receives professional training, their team members also benefit from the mentoring, leadership development, and coaching culture that the manager brings to the organization. Coaching and mentoring also create and deepen personal connections between the coach and the coach or between the mentor and the mentee within the organization. This leads to improved feedback, increased employee engagement, and deeper personal connections. Coaching and mentoring provide opportunities to develop and refine specific skill sets that are essential for being a good manager.
Although many people use these two terms interchangeably, it's important to understand the differences between mentoring and coaching as well as best practices for each. This is why 92% of Torch apprentices claim to have more job skills and 70% of leaders who receive training benefit from better job performance, relationships, and more effective communication skills. Coaches are facilitators; they help increase employees' self-awareness; they inspire and build trust; they challenge assumptions and encourage people to discover the root cause of problems; and they teach them how to take advantage of their strengths. Working with a coach is an incredible tool that helps create a more productive and engaging work environment. However, employees across the organization can benefit from supportive advice whether they take on a new role, develop direct reports, or informally influence their teams.
While acquiring new skills is something that managers can do on their own, having a leadership coach or mentor can speed up the process and give them access to first-hand knowledge that otherwise wouldn't have been available. Coaching is often more effective in developing specific performance-based goals that allow employees to achieve their organizational objectives and career aspirations. Mentoring and coaching can also be useful in helping diverse candidates advance in their careers and within an organization. Interpersonal and interdepartmental relationships improve with training and mentoring across the organization. The coach, through his training and experience, views the coach in a comprehensive way and encourages him to dedicate himself fully to training sessions.
Mentoring and coaching can have many benefits for employees who receive mentoring and training, for people doing mentoring and coaching, as well as for the organization itself. The coaching approach generally involves setting specific goals and accepting a process of discovery, practice, reflection, and implementation in which the employee accepts responsibility for changing their behavior. As an expert in leadership coaching, I believe that it is essential for managers to understand how beneficial it can be for both themselves as well as their team members. Coaching provides an opportunity for managers to develop their skillset while also creating an environment of trust within the organization. It is also important for managers to understand how mentoring can help diverse candidates advance in their careers within an organization. Mentoring provides an opportunity for employees to gain valuable insight from experienced professionals while also creating meaningful connections between colleagues. Overall, coaching and mentoring are invaluable tools that can help managers unlock their potential while also creating an environment of trust within an organization.
By investing in these practices, organizations will be able to reap the rewards of increased employee engagement, improved feedback systems, better job performance, deeper personal connections between colleagues, as well as increased loyalty from employees.