I have written and am in the process of releasing my second book which is called,
“Growing Comes from Planting Seeds—A guide to mentoring, coaching and developing relationships that will last a lifetime.” It will be available on Amazon shortly. The inspiration for writing this book came from some of you that read my blog and I have built relationships with over the years. Please tell me what you think of it. My next project, which is called ‘Maslow Debunked’ which will build on leading a fulfilling life, will be out later this year. Hopefully you find them inspiring and meaningful to you in your everyday lives.
Today you can’t simply rely on your leadership skills to be effective, as you have to hone your skills at providing effective mentoring and coaching to develop an effective team. Both are processes that help your team live up to its full potential, and both lead to bottom line results. Even in the boardroom there is a clamor for business coaches and mentors to help executives get through tough and trying times. Many new coaches and mentors are becoming certified as this need expands. This field can be an expanding career path for many individuals or a career extender for many retired or misplaced executives who have the ability to truly understand people and team dynamics. Understand just why mentoring and coaching are the hottest buzzwords in business today. Just think of the growth a protégé can have when a mentor can take them under their wings selflessly and show them the way. It leads to a dynamic that is not so prevalent in today’s cut throat business environment. Think of what kind of dynamic organization you can build with this kind of empowering culture. It is not easily done unless you have right people, processes and culture with an understanding leader at the helm. Special skills are required.
How does one distinguish personal mentorship from an organizational objective and learn to apply it individually? What are the differences between mentoring and coaching? What should you look for in a mentor and a coach, or for that matter, any business relationship, and how do you distinguish one from the other? Learn how individuals are attracted to the individual they perceive to have “the golden keys” to success. Read true examples of success and how they happened. Learn how you might be able to apply these techniques to enhance your skills and quite possibly develop new ones that allow you to be fulfilled. What does it take to be a mentor? What is expected in the relationship between mentor and protégé? What are you required to offer and how do you deliver it? What can a coach do for you? How can a coach manage to do what is best for his team? Try to apply these skills with your team in small empowering doses and see just what you get. The local entrepreneurs group I am part of consistently struggle with how to get their employees to perform at an optimal level. Just think if we can take an employee who is teetering on the edge of non-performance or even being terminated and turn them into a high contributing valuable piece of the business. Think if you can now make that employee and example as a change agent and just how that will positively affect your business culture. Isn’t that what we talk about when we talk leadership? You have effectively taking an human capital asset and increased its value to the business tremendously and how likely is that employee, knowing what happened to him or her, likely to inspire other non performing employees?
How can you take tried-and-true techniques and apply them to your organization for success? What are the benefits of a mentor and coaching relationship? If you are trying to develop a world class organization, these principles should be important to you. If you master these principles, you can drive your team to unimaginable results. Every chapter in Growing has learning points at the end as well as simple exercises you can do to make yourself more effective at mentoring, coaching or leading.
Are organizations as successful as they can be today in putting the right kind of framework together to support both mentoring and coaching programs? What might they forget to tell you about these relationships? How can businesses make sure they are effective and benefit the organization and the individuals involved long term? How do you talk to your team about legacies and why are legacies so important? These are the questions I attempt to answer in my new book…please take a look.