Tag: grow coaching and mentoring

The Importance of Executive Coaching and Mentoring

It happens so often that the terms executive coaching and mentoring are used alternatively but they are rather different from one another.  

Executive coaching equips an individual to deal with confidently and completely with critical near-term issues, aid you to perfect leadership and management skills and is also said to focus on the needs that were recognized in the 360-degree review that was conducted by the coach, the company or an external agent. The focus of an executive coach is on the short-term outcomes. It is designed to achieve the optimum results in a minimum amount of time. Executive coaches are also said to motivate, inspire and encourage while insisting the clients are in lieu with their priorities and objectives.  

Executive mentoring deals with a broader aspect in comparison to Executive coaching. Unlike executive coaching, mentors help their clients with the immediate as will as long-term goals that stretch well into the future. Executive mentoring focuses on teaching an individual to how to execute or impart wisdom in using their skills. Mentors provide their assistance in a range of activities that range from personal to professional to ensure their client’s growth and development.  

Efficient functioning of executive coaching and mentoring ensures that employees are provided a platform to learn, connect and grow within the company and to get a boost for their career paths. 

The significance of executive coaching and mentoring is as states below: 


Executive coaching and mentoring promote loyalty. This sense of loyalty towards the company or organization develops as commitment and connection felt by the mentees when the mentors help them provide opportunities and mould their careers. Positive work experience is encountered when the employee feels comfortable with the management encourages open communication and this is carried out by executive coaching. The money spent on continual recruitment and training of replacement employees is eliminated.  

Personal Development 

The expertise and knowledge of the experienced employees results in a better efficiency as this may aid the younger and ewer employees to learn the methods of the organization. Executive coaching and mentoring may further guide the employees in become well versed of the expectations of the organization. Coaching, and the boundaries of a trusted and confidential relationships provides a platform for the employees to resolve their issues and concerns. This acts as a benefit to the organization as it aids in the reduction of frustration on a personal level and improves the individual’s job satisfaction.  

Team Efficiency 

Apart form providing individual focus on the employee, executive coaching and mentoring improve the functions of the team, department and the entire organization. As the managers receive executive coaching and mentoring, it helps them identify the weaknesses and strengths of each of their employees. This is so that even when the employees take request vacation or take a sick day, the organization can capitalize on the resources available to ensure that the entire team works efficiently.  

Therefore, we can see that executive coaching and mentoring can provide an array of benefits for the any kind of organization. Thus, the implementation of executive coaching and mentoring in an organization can become an excellent contribution to ensure the overall development of the individual employee as well as the organization.  

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GROW Coaching Methodology

Involves the use of several techniques and The Orange Academy uses the DANCE model which is a stepwise process of moving from becoming aware of the behavior that needs changing to actually making the transformation. However, there are other coaching models that leadership coaches use, and one of these is the GROW model. Quoting wikipedia,

“The GROW model (or process) is a technique for problem solving or goal setting. It was developed in the United Kingdom and was used extensively in the corporate coaching market in the late 1980s and 1990s.
There have been many claims to authorship of GROW as a way of achieving goals and solving problems. While no one person can be clearly identified as the originator Graham Alexander, Alan Fine, Sir John Whitmore, who are well known in the world of coaching, made significant contributions. Max Landsberg also describes GROW in his book The Tao of Coaching”

What is GROW?
When you take a journey, you need to begin with deciding the destination, look at where you presently stay, find ways to get to the destination and get everyone prepped to reaching there. Sir John Whitmore, human resources consultant and coach, made a major contribution to developing the GROW model which, follows a similar methodology. In his book titled “Coaching for Performance: GROWing People, Performance and Purpose” he explains how GROW is an acronym for Goal, Reality, Options and Will. Using this model, you can design a leadership coaching session that helps your team proceed through any obstacle it faces.

Any job becomes easier when you break it down into a series of smaller tasks; so the key task in leadership coaching is to set small and specific goals. During this process, it is important you clearly visualize what it is that you wish to achieve in very specific and relevant terms. Besides, you ought to make sure these goals are attainable, because achieving them is going to give you a confidence boost to undertake the rest of the journey. Making these goals time-bound ensures you do not lose steam halfway through the process.

This step refers to taking stock of your present situation in the context of the goals you set. Evaluate the resources you possess, and the factors that can help you or come in the way of your progress. Understand thoroughly the nuances of your situation and think about the knowledge and skills you possess to move towards achieving your goals.

Before you proceed further, you ought to consider the options available to you to deal with your realities. At this stage, you ought to list out both the strengths and weaknesses of your team because this gives you an idea of how to go about achieving your goals.

This step involves the most important part of the leadership coaching process – getting your team to commit to taking the necessary action. This step is what provides the motivation and the driving force that will take you towards the end point of the journey.

Although the GROW model list the steps in leadership coaching, it is not essential that you follow them in this same order. In many instances, you will find yourself shifting gears between the steps in random order and this flexibility is good because it allows you to keep improvising as and when required.

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