TABLE 2
Table 1 provides a contrast of these
two approaches.
Ultimately, the qualified outside mentor
brings together executive coaching, best
practice models, and applicable experience.
Selecting a Mentoring Program
Most important is that the program addresses the leader’s goals and objectives.
My approach is to have three different,
standard programs with each customizable to the leader’s situation. I think you
will find that most executive coaches and
mentors will modify their standard programs when appropriate.
Table 2 lists the standard programs.
TABLE 3
To generalize, these programs address the
following situations:
• Initiate. Generally an individual who
is now supervising/managing em-
ployees who were previously peers.
The goal is to advance the leader
from doing the work to creating en-
visioned improvements.
•Apprentice. Focuses on manager of
managers. The leader has a “
recommendation” role with his/her superiors.
• Wizard. The most advanced program
is for policy makers. These leaders
may not have anyone to turn to for
discussions on difficult issues.
Shown in Table 3 is a comparison of
the details within each program.
coaches have a behavioral paradigm. They
have PhDs in psychology. They use personality and behavioral assessments to “
understand” the client. The assessments identify
“weaknesses” in the leader’s behavior. The
action plans are focused on improving
those weaknesses. The leader is required to
modify their personality or behavior.
By contrast, my approach is to identify
the strengths of the leader and help
him/her leverage those while mitigating
their flat spots. I do this by assessing their
leadership skills against those of the most
successful business leaders, providing a
leadership framework (model) and man-
agement tools (toolbox) that has proven
to be successful over many decades with
multiple leaders regardless of personality,
and creating an environment for open,
honest discussion on any subject.
Now, It’s Up To You
My original premise is that not enough mentoring is going on inside companies. Large
companies have cut back on formal training
programs. Small- and medium-sized organizations are laser focused on executing their
business, finding new customers and satisfying existing ones. Nothing I can say will
change these realities. What can change is
your understanding of how you can add to
your leadership bench strength and improve
the job satisfaction of your most critical
management by using outside mentors.
To test if this is an urgent and impor-
tant issue, ask yourself the following ques-
tion. “What would happen to my business
if I and/or my key managers were ab-
ducted by aliens tomorrow?”
Worried? Find a mentor. CW
www.coatingsworld.com
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