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title: Coach vs. Mentor?
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Hello, you are coaching and mentoring every day whether you realize it or not!

| View in browser February - Coaching + Mentoring   This issue explores how and why we coach and mentor our team members, and our next swag bag will discuss how to be open to being coached. We hope you enjoy our content focus this month!       Coach vs. Mentor: What's the difference? We coach and mentor people to bring out their unique talents, their genius within.    Coaching is performance driven. It is designed to improve on-the-job performance. Mentoring is development driven. It looks beyond the current job function to future career development.   This side-by-side comparison handout outlines some reasons why you would coach and/or mentor. Enjoy! READ MORE       Remote Mentorship Renée explores using technology to your advantage in developing your direct reports.        Vivo Team Coaches Corner Jennifer Deane TRAINER, TEAM FACILITATOR, EXECUTIVE COACH   How long have you been coaching? 22 years   Why do you coach/what do you like best about coaching? Coaching brings structure, energy, and support to a person or team’s growth and development process. I coach because I believe it’s the greatest contribution I can make to people and this world. Biggest challenge as a coach?  My biggest challenge as a coach is co-designing the right balance of partnership, encouragement, and accountability with each unique client so that they meet their goals.   What is your favourite session/topic to coach on?  I love coaching leaders to support them as they intentionally develop their leadership identity: their values, strengths, vision, purpose, habits, and goals.   Share a fun fact about yourself/something most don’t know about you? Most people don’t know that I can deal and shuffle cards like a Vegas dealer!       Coaching and Mentoring Remotely Dr. Jim,  What are some best practices for coaching and mentoring my team remotely? - Cheryl* Hi Cheryl,  Some basic things to start with. One: make sure you have good connection. Two: make sure people are on video–with cameras on, really important–so you can have a life-like conversation.   Make sure that everybody understands what you’re coaching about. What would they like to get out of the session? What would you like to get out of it?   Next, keep it short. I like my coaching/mentoring sessions to be no more than 20 minutes. Everything virtual these days is fast-paced, I find people have difficulty if you go over the 20 minute mark. It gets too long and there’s too much information.    I also ask that the person I am coaching writes the notes, and at the end they send them to me: what we talked about, what the agreements are, and by when. That’s a really important thing.   A structure for coaching I sometimes use, before the session we each write down: What’s working well? What needs improvement? If I’m the mentor/coach, what can I do that will help you become better at what you do? Finally, what you might do as the coachee to improve yourself.    Just imagine it's like you’re face-to-face, that’s a good mindset to come into it with. Good luck!   – Dr. Jim *names have been changed SEE MORE ASK DR. JIM Dr. Jim Sellner, PhD. DipC. answers questions leadership, motivation, accountability, manager connection, or working on a remote team. Send your questions to: askdrjim@vivoteam.com       Follow us on social for more great content! Facebook LinkedIn Twitter Instagram       Vivo Team Development, 2312 Mathers Avenue, West Vancouver, British Columbia V7V2H6, Canada Unsubscribe Manage preferences |
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