Question And Answer

Mentoring

Mentoring

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The difference between coaching, mentoring and counseling.

(See also: key result areas)

This page explains coaching, mentoring and counseling and how to apply them in your work and personal life. We do this in a question and answer style of writing. Starting with the question, “What does mentoring mean?”

coaching counseling mentoring

Ask

Do you know what my team player skills leader said to me yesterday? He wants me to act as a mentor to one of my junior colleagues!

But how do I go about it? I’m not even sure if I know what mentoring means.

coaching mentoring

Answer

Mentoring, coaching and counseling are related concepts.

All three deal with a process of helping another person to grow and develop.

In a work environment a mentor, coach or counselor is usually a person who is experienced in the area in which the competencies of a colleague still need development.

The diagram below illustrates the three concepts and how they differ in focus.

mentoring coaching

Mentoring Coaching

Thank you to: Elizabeth Hayes

responsibilities of a mentor

Ask

Yes, but can you tell me what those same core skills are?

mentoring styles

Answer

It is essential that mentors, coaches and counselors have the following skills:

mentorship pictures

Mentorship pictured

mentoring and coaching

Explain

To be able to maximize the growth of the individual being mentored and add value to the relationship, the mentoring skills and style of the mentor should be developed and adapted to suit the developmental level and need of the individual being mentored.

mentorship process

Ask

Wait a minute, there’s still a lot I need to know!

What does it mean to adapt your mentoring style to the developmental level of the individual being mentored?

Mentorship styles (S) in relation to the Developmental level (D) of the individual being mentored

mentorship

Mentorship Process

coaching mentoring e counseling

Answer

According to Hersey and Blanchard, four developmental levels of the individual being mentored can be distinguished, ranging from D1 to D4 (as they call it).

At each level the individual being mentored needs a different monitoring style to maximize growth.

They have further identified four mentoring styles (S1 to S4) which differ from each other in terms of the amount of supportive and directive behavior each encompasses.

The diagram above illustrates what each developmental level entails, as well as the appropriate mentoring style that will facilitate the individual being mentored’s growth to the next level.

differences between coaching and mentoring

Ask

OK, so that means that my colleague , who has high commitment and low competence, is on developmental level D1 and he needs a Directing Mentoring Style. S1: a lot of structure, control and supervision.

coaching y mentoring

Advise

Remember to adapt your mentoring style as your individual being mentored moves to another development level.

mentor ship

Explain

The mentoringprocess can be regarded as the growth of the individual being mentored’s self-concept through goal directed behavior. As indicated in the diagram below, the individual being mentored is guided from one goal (G1) to a more complex one (G2). The sense of achievement leads to the enhancement of the individual being mentored’s self-concept, or sense of self-worth (S-C.1 to S-C.2)

After achieving the goal, it is vital that the mentor assists the individual being mentored to REFLECT on the achievement.

Through reflection (which implies honest feedback) self-analysis and self-evaluation, growth of the individual being mentored’s self-concept is facilitated.

mentorship model

Mentorship model

mentoring y coaching

Advise

The Performance Management Process is a very effective vehicle for setting and reviewing goals.

four levers of control

Four levers of control

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Simons Four Levers of Control

In this article you will find a question and answer style explanation of the four levers of control.

levers of control

Ask

I often hear people say that the company is on track. How do they know that? What mechanisms exist that guide the company, its people and its business to stay on track?

levers of control

Answer

As a fast growing company in an ever-changing environment your company focuses on the effective utilization of , as  R.Simons from Harvard Business School calls it, the four levers of control.

Within the company, mechanisms exist to ensure that four things happen effectively:

  1. Obtaining commitment to the purpose of the company
  2. Staking out the territory
  3. Getting the job done
  4. Positioning for tomorrow

For each aspect there is a lever of control to ensure it Stays On Track.

This diagram identifies the four levers of control and gives you a Holistic view of the dynamics of controlling strategy:

levers of control

Levers of control

simons levers of control

Ask

I can see that we are dealing with four sets of systems – the four levers – that work together to ensure that the business strategy stays on track. I recognise some of the terms, but can’t you give me practical examples that will enable me to get a better picture of what the Four Levels of Control consist of in our company.

simons levers of control

Explain

See the link with the symbols and the culture of the company? Remember the balance scorecard?

It’s a very useful diagnostic control system…and do you realise that the key result areas process is also a diagnostic control system for individual performance and career management.

Lets explore the What, Why and How of the four levers of control in the company:

LEVER 1: Belief systems

What:

Explicit sets of belief that define basic values, purpose and direction; including

Why:

To provide momentum and guidance to opportunity

  • Mission statements
  • Vision statements
  • Credos
  • Statements of purpose

LEVER 2: Boundary system

What:

Formally stated rules, limits and prescriptions tied to defined sanctions and credible threat to punishment

Why:

To allow individual creativity within defined limits of freedom

  • Codes of business conduct
  • Strategic planning systems
  • Asset acquisition systems
  • Operational systems

LEVER 3: Diagnostic control system

What:

Feedback systems that monitor organisational outcomes and correct deviations from preset standards of performance like:

Why:

  • To allow effective resource allocation
  • To define goals

How:

  • Set standards
  • Measure outputs
  • Link incentives to goal achievement

LEVER 4: Interactive control system

What:

Those systems that team player skills use to advance and develop.

Why:

  • To focus organisational attention on strategic uncertainties
  • To provoke the emergence of new initiatives and strategies
  • To ensure that the way we do business relates very closely to the changes in customer needs

How:

By ensuring that:

  • Information regarding changes in technologies, customer requirements, supplier strategy, competitors strategies and team skills are adequately and proactively incorporated into the strategy process
  • The chosen strategy remains appropriate to the business reality and overall company objectives
4 levels of control

Advise

Much of the How of Lever 4 is achieved over a cup of coffee through interaction during team discussions, and through listening to your customer…

Try some active listening and productive questioning techniques on your customer, you’ll be amazed at what you learn!

Thinking about changing careers? Read this next: What career is right for me

Effective team skills
Equip a team with effective team skills for maximum contribution
Chapter 6 p.1
You have often referred to Teams and Team Members.
What must I do to become an effective team member?
A team is composed of a number of individuals
working towards a common goal.
In the life of any team certain needs or problems crop up from
time to time. Sometimes a need for creativity arises;
issues arise that need to be resolved within the team;
different interests or points of view have to be reconciled to ensure maximum gain.
Equipping each team member with effective Team Skills will ensure maximum contribution by each member to the team process and ensure that the team adds maximum value to the customer and other stakeholders … And ultimately adds value to themselves.
Once again we present a MIND MAP to guide us on a journey through the most important principles which effective team members should master.
Remember however that an understanding of all the other skills described in this book are essential for the effective operation of teams.
Effective team skills:
The Issue Resolution model
The Six Thinking Hats
Win-Win Negotiation for maximum joint gain
Common problems with meetings
Conflict management
Creative and objective problem solving
Decision making model

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team player skills

Effective Team Player Skills

Equip team members with effective team player skills for maximum contribution

(See also: Seven habits of highly successful people)

Effective team skills

This info sheet work in a question and answer fashion. First we ask the most common question on team player skills and then provide answers with detailed explanations.

team player skills

Ask

You have often referred to Teams and Team Members.

What must I do to become an effective team member?

team member skills

Answer

A team is composed of a number of individuals working towards a common goal.

In the life of any team certain needs or problems crop up from time to time. Sometimes a need for creativity arises, issues arise that need to be resolved within the team, different interests or points of view have to be reconciled to ensure maximum gain.

effective team working skills

Effective Team Working Skills

Equipping each team member with effective team skills will ensure maximum contribution by each member to the team process and ensure that the team adds maximum value to the customer and other stakeholders … And ultimately adds value to themselves.

effective team member

Explain

We provide a list of effective team member skills below to guide you on a journey through the most important principles that effective team members should master.

An understanding of all the other skills mentioned below are essential for the effective operation of teams.

Effective team skills