Developing A Partnership Coaching And Mentoring Culture | Catherine Mattiske

Oct 4 / Catherine Mattiske

Without a Coach or Mentor, the Chances of Resignation Rise Significantly

"I've learned that people will forget what you said,
people will forget what you did, but
people will never forget how you made them feel."

Maya Angelou

The benefits of a well-established coaching and mentoring culture cannot be overstated. It helps to have a culture that encourages and supports coaching and mentoring. In addition, it significantly impacts the degree to which workers enjoy their time at work and how motivated they are to remain with the organization. The morale and commitment of workers are profoundly impacted by this.

The impact is magnified when key personnel or high-potentials who possess invaluable information and skills are considered.

 The value of coaching and mentoring is magnified when we focus on high-potential or critical employees who have unique skills and knowledge that the company cannot afford to lose.

Did you know? 10 Research Findings on Coaching and Mentoring

  1. A Coaching Culture Starts With Your Managers. This single action makes a big difference. In our study, there was a 23% variance in sales objective achievement between the firms that provide coaching for their coaches and those that don't.
  2. Increase Coaching Frequency. The amount of time spent on coaching matters. Firms in our study that reported 9 or more hours of coaching per manager per week chalked up 12.6% better business performance compared to firms coaching less than 2.5 hours per manager per week.
  3. Workers at practically every level are significantly less likely to consider quitting if they have a mentor
4. 84% of US Fortune 500 companies use mentoring programs to develop, engage and hold onto their talent in the age of great resignation.
5. Individuals who choose to be a sponsor, mentors, or coaches are more likely to reap the benefits of their skills. Most (57%) expand their skill sets; 41% are more likely to pick up tasks they don't like to do; 43% develop their knowledge of their customer base, and 30% expand their knowledge of potential new customers or market segments.
6. Spend Time Where It Counts. Based on our study, the coaching topics that give leaders the performance edge include individual performance (12% advantage), motivation improvement (9%), and skill development (6%).
7. 68% of millennials (aged 22-41 in 2022) who stay at their organization for 5 or more years have a mentor, compared to just 32% of those without a mentor.
8. 82% of Gen Z individuals (aged 13-21 in 2022) want supervisors to coach them in setting goals.
9. 73% of Gen Z are motivated to do a better job when they feel their supervisor cares about them.
10. Gen Z strongly believes in learning, as 76% see learning as critical to their career advancement.

Mentoring vs. Coaching – What is the Difference?

Coaching and mentoring need skills like active listening, giving and receiving balanced feedback, and empathy.

Coaching at the workplace focuses on the development of skills that are critical for individual and organizational performance.

Mentoring usually builds a relationship between a more experienced colleague who guides or develops a new or less experienced employee to improve their knowledge, skills, and abilities. In practice, the two methods are often overlapping, covering multiple initiatives.

Internal Vs. External Coach

The coach may come from either the outside or the inside. However, they are similar in many respects, and both contribute to resolving issues and improving company performance.

The internal coach works for the same company as the coachee and could be a direct manager simultaneously. The external coach is a professional coach outsourced outside the company.

There are several criteria determining which is the better choice:
  • The seniority of the employee coached
  • Employee preference of the coach (e.g., when discussing sensitive issues)
  • Coaching Objectives (Is the coach necessary to be familiar with company culture and processes?)
  • Time availability, flexibility
  • Cost-effectiveness
When the choice has been made, another essential dimension comes into place: Getting on the same wavelength.

Getting On The Same Wavelength

Coaches and mentors sometimes feel like they are hitting the wall and not getting through to their coachee or mentee. As a result, your best interest as a coach/mentor may be misinterpreted, and frustration follows.

As a coachee or mentee, it's not always easy sailing either. You might be in a situation where you need to find the door that opens but don't know the path, and you may not feel like your coach/mentor is listening or knows where to point you. So instead, you feel like giving up and looking for another coach or mentor with whom you will be tuned to the same wavelength.

In both circumstances, the coach/mentor and coachee/mentee may have different communication preferences and find it challenging to navigate productive conversations.

As a coach or mentor, it is crucial to be able to tap into the best way your coachee or mentee learns, connects, and communicates.

Expanding your horizons and learning more about sophisticated coaching/mentoring communication nuances may bring new perspectives and possibilities for greater connection and progress with your coachee or mentee.

Having a coaching or mentoring toolkit is advantageous for finding
and building solid bridges on the communication pathway.

Flexing Communication Words in Coaching/Mentoring

The most crucial ability for a coach or mentor is to adapt your communication style to each coachee or mentee and speak in "their manner." Many new or veteran coaches and mentors are learning this new talent. From your meeting approach to the specific words you use during a coaching or mentoring session, this talent is in play from the start. Your coachee/mentee will feel more connected to you, listen more carefully, heed your counsel, and be more inclined to act on your ideas if you become a Genius in this higher communication skill.

What's your archetype?

So, how do you know how they like to learn and communicate?

The first step is for both coach/mentor and coachee/mentee to take the Inner Genius profile – the Genius Quotient.

This profile reveals your Inner Genius Archetype. It's how people acquire and digest new knowledge, according to yours and their Inner Genius Archetype. Statistically, the coach/coachee or mentor/mentee Archetypes will most likely differ.

Knowing this will provide tremendous insight into how
to communicate, motivate and connect with each other.
When you finish the Inner Genius profile, you'll have access to a vault of materials on your profile result. The Inner Genius resources will teach you how to raise motivation, capture attention, increase engagement, and speed up learning. Furthermore, you will understand how to enter your own Genius Zone and others. The vault also includes leverage language to help you promote excellent performance in others. This is known as a Translation Bridge, a significant ability to develop for those who work with others with diverse Archetypes, learning styles, and communication preferences.

Inner Genius is a unique way of connecting people
with the skills and knowledge they need for success.

Developing Partnership Coaching And Mentoring Culture

"Everyone needs a coach. It doesn't matter whether you're a basketball player,
a tennis player, a gymnast, or a bridge player. We all need people who will
give us feedback. That's how we improve."

Bill Gates

The company's employees should also be included in the coaching process in addition to the company's management. When there is no budget for a suitably qualified coach, it is common for the management to take on the function of the coach. Therefore, additional training in leadership and coaching abilities is vital to sustaining the coaching culture. The same is true for talents related to mentoring. Everyone has the potential to be an effective mentor or coach so long as they cultivate a growth attitude and work to improve their abilities continually.

Potential Issues And How To Address Them

Are you experiencing these situations in your coach/coachee or mentor/mentee relationship?
  • Finding the right partnership match is near impossible
  • The parties do not have time to invest
  • Relationships are ineffective
  • Not taking the sessions seriously
  • There is a frequent misunderstanding
Inner Genius is designed to help professional coaches and mentors identify potential issues in coaching and mentoring relationships. It's a practical toolkit that guides improving these relationships and addressing common issues.

How can we ensure that both parties learn, connect, and communicate for optimum productivity?

Communication is never one-sided; it must constantly go in both directions. Therefore, if you want to make the most of your time as a mentee or coachee, you need to be able to improve your communication skills.

By completing your Inner Genius Archetype profile, you will get insight into the preference of learning that works best for you. Unlocking your Inner Genius makes learning more expedient, less complicated, and less taxing on your mental resources.

To reach a higher level of success as a coach or a mentor, you will also need to do an in-depth investigation of how you like to communicate.

The Inner Genius Profile is a revolutionary new way to understand your learning preference and what makes you tick.
The Inner Genius Profile gives you a detailed insight into how you learn and your Inner Genius Archetype – your GQ or Genius Quotient.
The profile has been created using the science of learning to help you communicate more
and better understand the people you are mentoring or coaching.

Inner Genius is an online profile that helps individuals, teams, and organizations to work together in a more productive and rewarding way. The profile and programs help individuals and teams develop their Inner Genius and get into their Genius Zone to achieve their goals.

Many coaching and mentoring partnerships are challenging at times. Still, you'll both go with the flow and reach your goal successfully by having Inner Genius as a framework and communication toolkit.

10 Steps To Becoming A Superstar Coachee / Mentee

  • Commit to learning
  • Trust your coach/ mentor
  • Be an active listener
  • Ask questions
  • Proactively seek and accept feedback
  • Stay positive and motivated
  • Set clear goals
  • Be a proactive learner
  • Express yourself
  • Be curious and introspective
Free download

In Conclusion

We're glad you found our article on Inner Genius and its potential use in mentoring and coaching to be interesting. We hope that by reading this, you will have a deeper understanding of this subject and how to apply it to your company.

Learning may be accelerated in the presence of a mentor or coach. The foundations of productive mentoring and coaching relationships are open lines of communication and trust. They may form the cornerstone for building mutual trust if appropriately handled.

Inner Genius may assist you in establishing, improving, or broadening a mentoring or coaching culture based on partnership relationships in your business by laying the groundwork for open lines of communication and fostering mutual understanding.
About Catherine

About Catherine mattiske

Catherine Mattiske, best known for creating ID9 Intelligent Design and the Genius Quotient (GQ), is a leading light in the corporate learning and team-building industries. She regularly works with large and small organizations to help team members better understand one another while effectively collaborating and boosting individual and team morale and productivity in the workplace.

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