Training, Mentoring And Coaching – When To Use What?

Let’s look at one tool from the leadership toolkit: training, mentoring and coaching your team. 🛠

Demystifying the use of 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴, 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴, and 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴.

All three are essential skills for any manager.

Use the right skill at the right time to maximize your team’s development.

So, when to use what?

𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴: 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗻𝗲𝘄 𝘀𝗸𝗶𝗹𝗹𝘀 🎓

Perfect for beginners, training is directive and instructional, focusing on knowledge transfer to lay a solid skill foundation. Usually short-term.

“𝘐𝘯 𝘵𝘩𝘪𝘴 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘴𝘦𝘴𝘴𝘪𝘰𝘯, 𝘐’𝘭𝘭 𝘵𝘦𝘢𝘤𝘩 𝘺𝘰𝘶 𝘩𝘰𝘸 𝘵𝘰 𝘥𝘰 𝘟, 𝘠, 𝘡.”

✅ 𝘛𝘪𝘱: verify, in a supportive, non-controlling way, if the training was successful and the desired skills were learned.

𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴: 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗴𝘂𝗶𝗱𝗮𝗻𝗰𝗲 🧭

Suited for mid-level to senior team members, mentoring offers guidance and wisdom from personal experience. Guide your team members on their professional journey. Longer term.

“𝘍𝘳𝘰𝘮 𝘮𝘺 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦, 𝘩𝘦𝘳𝘦’𝘴 𝘩𝘰𝘸 𝘐 𝘵𝘢𝘤𝘬𝘭𝘦𝘥 𝘴𝘪𝘮𝘪𝘭𝘢𝘳 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴. 𝘞𝘩𝘢𝘵 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘥𝘰 𝘺𝘰𝘶 𝘵𝘩𝘪𝘯𝘬 𝘤𝘰𝘶𝘭𝘥 𝘸𝘰𝘳𝘬 𝘧𝘰𝘳 𝘺𝘰𝘶?”

✅ 𝘛𝘪𝘱: the relationship is essential in mentoring – take a genuine interest in your mentee.

𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴: 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 𝗴𝗿𝗼𝘄𝘁𝗵 🚀

Ideal for more senior team members, coaching is an equal partnership that promotes self-discovery and maximizes their potential. No advice or instructions are given.

Through questions, help your coachee discover what they want, and how they’ll get there. Only effective if coachee is motivated to be coached.

“𝘞𝘩𝘢𝘵 𝘰𝘶𝘵𝘤𝘰𝘮𝘦𝘴 𝘢𝘳𝘦 𝘺𝘰𝘶 𝘢𝘪𝘮𝘪𝘯𝘨 𝘧𝘰𝘳 𝘵𝘩𝘪𝘴 𝘲𝘶𝘢𝘳𝘵𝘦𝘳, 𝘢𝘯𝘥 𝘩𝘰𝘸 𝘤𝘢𝘯 𝘺𝘰𝘶 𝘢𝘭𝘪𝘨𝘯 𝘺𝘰𝘶𝘳 𝘢𝘤𝘵𝘪𝘰𝘯𝘴 𝘵𝘰 𝘢𝘤𝘩𝘪𝘦𝘷𝘦 𝘵𝘩𝘦𝘮?”

✅ 𝘛𝘪𝘱: a good coach is a good listener – practice active listening and ask open-ended questions.

Every team member, regardless of their role or seniority, might find value in training, mentoring, or coaching, tailored to their unique needs at different times.

Which of the three did you benefit the most from in your career?