How can team mentoring models address conflict and diversity in Executive Coaching?

Too much internal focus is unhelpful. CUSTOMERS provide ALL of your income! So the customer must be the total focus of your deliberations. Co-Creation is key

It is useful to understand the difference between mentoring and coaching. The EMCC definition of mentoring is: "Mentoring is a learning relationship, involving the sharing of skills, knowledge, and expertise between a mentor and mentee through developmental conversations, experience sharing, and role modelling. The relationship may cover a wide variety of contexts and is an inclusive two-way partnership for mutual learning that values differences.” Coaching is a skill used to bring out the full potential of the team by leveraging the collective wisdom etc. A mentor can also be a professional coach who has relevant experience to share but may not necessarily be. For me it's important to make this distinction.

Os modelos de mentoria em equipe são uma ferramenta valiosa para lidar com conflitos e promover a diversidade no coaching. Adoto abordagens inclusivas, incentivando a participação equitativa de todos os membros da equipe. Estabeleço diretrizes claras para a comunicação eficaz e resolução de conflitos, criando um ambiente seguro para discussões construtivas. Além disso, promovo a diversidade na seleção de mentores, garantindo representatividade e perspectivas diversas. Ao encorajar a empatia e a compreensão mútua, os modelos de mentoria em equipe não apenas abordam conflitos, mas também fortalecem a coesão da equipe e a valorização da diversidade.

In the realm of executive coaching, addressing conflict and diversity begins with setting crystal-clear objectives. Assessing the team’s readiness paves the way for a culture of trust and open dialogue. Monitoring progress and fostering a feedback-rich environment are pivotal. Celebrating each milestone not only acknowledges achievements but also highlights the collective journey towards embracing diversity. This approach isn’t just about navigating challenges; it's about championing inclusivity and growth at every step.

I believe Team mentoring models in Executive Coaching address conflict and diversity by promoting open communication, cultural awareness, empathy, conflict resolution skills, and diversity of thought among team members. These strategies create a safe space for discussing differences, fostering understanding, and encouraging collaboration to achieve common goals.

From my experience team mentoring models in executive coaching provide a multifaceted approach to addressing conflict and embracing diversity, akin to orchestrating a symphony with a variety of instruments, each contributing its unique sound to create harmony. It helps a lot with: 1. Creating a Culture of Inclusivity and Respect 2. Harnessing Diverse Perspectives for Creative Problem-Solving 3. Leveraging Peer Learning for Conflict Resolution 4. Promoting Accountability 5. Adapting Strategies for Diverse Learning Styles

Team mentoring models in Executive Coaching address conflict and diversity by fostering open communication, promoting inclusivity, and providing a collaborative environment. These models encourage team members to share diverse perspectives, mitigating potential conflicts through dialogue and understanding. Mentors guide individuals in recognizing and appreciating differences, creating a more inclusive culture. Through structured coaching sessions, team mentoring models help identify and address conflicts, offering tools for resolution. By emphasizing diverse skill sets and experiences, these models enhance team dynamics, ensuring a more harmonious and productive executive coaching process.

In my experience in leadership for over 15 years and as an executive coach and mentor of women from ethnic minority backgrounds who are aspiring to higher levels of leadership, having walked this path myself, I believe that the first step in this process is self-awareness. Without self-awareness there cannot be 'other-awareness' because it is in understanding yourself, knowing what you stand for, your values, and being confident in who you are that you can begin to understand others and accept them for who they are without any bias or fears. Establishing a set of inclusive norms and guidelines can include values of respect, open-mindedness and active-listening, creating a safe space for participation to express themselves.

The most valuable part of teamwork is that it has an impact on both the individual and the collective. A first step is understanding how we each react to conflict and what's triggering it. Changing how we react to conflict to change our relationships is a revelation for most leaders. Team coaching is powerful way to build this capacity individually and collectively.

El #mentoring es un proceso de aprendizaje en el que una persona más experimentada comparte su conocimiento, habilidades y perspectivas con alguien menos experimentado, con el objetivo de fomentar el crecimiento y el desarrollo. Aplicar el mentoring de equipo en un proceso de coaching ejecutivo permite ofrecer un enfoque estructurado para fomentar la #colaboración, la #comunicación abierta y el #entendimiento mutuo por 3 motivos: - Porque fomentan la #empatía - Porque promueven la #diversidad de pensamiento y la #flexibilidad en el análisis y resolución de problemas - Porque construye un entorno de #confianza y #apoyo De hecho, en muchos de nuestros programas incorporamos el mentoring de equipo para generar una comunicación más efectiva

In my experience, team mentoring sessions cannot have a fixed script as the dialogues are always evolving depending on team dynamics. No two teams are similar in experience, background and skills so the mentor/coach always adapts to these situations by asking direct questions like "what if..." to encourage more meaningful internal discussions.

En nuestra experiencia con equipos diverros hemos observado que el uso del team mentoring en el tratamiento de conflictos y la promoción de la diversidad evidencia un desafío clave: los miembros de los equipos son diferentes entre sí y deben aprender a gestionarlo A continuación listamos estas diferencias y proponemos herramientas prácticas para gestionarlas: - estilos de comunicación: DISC - valores: sistema triaxial de valores - perspectivas culturales: Bridges Leading Transition Model for Change: - objetivos personales opuestos a los objetivos grupales: OKRS Debemos establecer un #balance entre la #Individualidad y la #Cohesión_Grupal para maximizar el potencial del equipo y presentarse como una unidad formada por entidades diversas

The mentoring relationship between a mentor and mentee goes through four distinctive stages. In group or team mentoring it’s a challenge right from the initiation, negotiation , growth and closure. The challenge also lies in identifying and deciding at which stage to begin the relationship whether, it’s at prescriptive, persuasive, collaborative, or confirmative stage. Another challenge is to identify the individual differences in the terms in terms of attributes, attitudes , skill sets and competences.

A risk in team mentoring is that conversations can turn into gripe sessions about colleagues rather than productive dialogs about goals and growth. The coach needs to stay neutral and ask clarifying questions that shed light on the situation while avoiding getting drawn into personal attacks. One way is to focus on ideas to resolve conflicts, such as asking a team mate what an ideal solution looks like to them, what they would do if they were the CEO, and dive into detail about what they have already tried. If the coach has specific recommendations, one way to approach the team mate is to "what would happen if..." and follow with "tell me more about why you said that." Getting team mates to speak openly will go a long way.

Open and frank exchange of views and opinions is core to successful team mentoring, however managing the dynamics within groups needs a skilled approach and experienced facilitator. Keeping the group to a manageable size c 8 /10 maximum in my experience helps to keep discussions productive and allows all participants to contribute.

The criticality in team mentoring is to respect the feedback - both verbal and non verbal. There have been divergent views from the team members and each one is hell bent on forcing his views strongly on others. Here two things count from the mentor - safe space for one to express his views and secondly open ended questions to dive deep into the intent and nudge him to get back to the set objectives.

¿Cómo promover la gestión de conflictos y la diversidad mediante el mentoring de equipo? Os proponemos 4 acciones concretas para ayudar a los equipos a gestionar conflictos de manera constructiva y a fomentar un entorno inclusivo y productivo: 1. Fórmales para crear un #entorno_de_seguridad_psicológica (Amy Edmonson) y aplicar sus 3 directrices básicas 2. Entrenarles en la aplicación de la #escucha_activa y la #empatía mutua mediante role playings 3. Brindar herramientas y técnicas de resolución de conflictos y, en especial, el modelo Thomas-Killman 4. Practicar el #reconocimiento, uno de los 5 #actos_relacionales imprescindibles en la comunicación interpersonal

To address conflict and diversity in Executive Coaching, team mentoring models can be instrumental. Some practices: - Establish clear objectives, - Assess readiness, - Create a safe space - Monitor progress, - Provide feedback, and support, - Reviewing outcomes and reflecting on challenges, - Celebrate achievements and growth. In conclusion, these practices ensure that team mentoring effectively tackles challenges, fostering success in the executive coaching realm.

My starting point for team mentoring would be to make sure everyone in the room can recognise each other as humans first, before their professional roles, race, sex, etc. When we start in this way, it sets the scene for an open vulnerable engagement.

To optimize team mentoring for conflict and diversity, executive coaches should set clear objectives, assess participant readiness, and foster a safe environment for open dialogue. Monitoring progress, offering regular feedback, and reflecting on outcomes are crucial for success. Celebrating achievements and growth reinforces the value of the process. By adhering to these best practices, coaches can effectively navigate challenges and promote inclusive team development.

Here are 4 models you can experiment with. 1. Peer Mentoring - where team members mentor each other. 2. Group Mentoring - one mentor works with a small group. 3. Reverse Mentoring - when a junior team member mentors a senior member. This can be awkward and has to be carefully monitored due to sensitivities. 4. Co-Mentoring - two mentors work together to mentor a team or individual. All 4 above can be eailyt used with virtual platforms, so there's no need to be face-to-face, although that would be ideal. These models are not mutually exclusive and can be combined to suit the specific needs of your team.

Entre los múltiples modelos de Mentoría de Equipos para gestionar los #conflictos y promover la #diversidad quiero destacar 2 opciones debido a que son muy útiles en estas situaciones: 1. El Group Mentoring: en este modelo el mentor trabaja con un pequeño grupo de miembros del equipo. Es útil porque permite escuchar diferentes voces contribuyendo a la discusión. 2. El Co-Mentoring: en este modelo dos mentores trabajan juntos para brindar apoyo y orientación a un equipo o individuo. Es útil porque permite escuchar 2 visiones diferentes sobre el mismo problema y invita a los participantes a practicas la "combinación de perspectivas"

Some mentoring models we've tried include: Alumni Mentoring - recent graduates from our internal leadership programs mentoring new participants. Mentoring Across Borders - experienced team members from one country mentoring less experienced members from another country.

Finding established high performance teams in your organization based on members dynamics that have successfully established high trust, productive conflict, commitment to the teams charter, self directed accountability, and a history of results. Teach members to be effective mentors that work with less mature teams. This reinforces high performance team behaviors for the established team and offers experienced mentors for maturing teams.

Executive coaches can utilize diverse team mentoring models to address conflict and diversity. Peer mentoring fosters learning and trust among peers within the same team. Cross-functional mentoring promotes collaboration and understanding across different departments. Cross-cultural mentoring enhances cultural competence and sensitivity within diverse teams. By leveraging these models, coaches facilitate inclusive learning environments that empower coachees to navigate conflict and diversity effectively.

I would not equate Team mentoring and group coaching and Executive Coaching. They are all different approaches. Although in Team mentoring which I perceive as one mentor to a team, the mentor might use coaching principles. Whatever the issue is, a Team mentor will draw from his/her experience to advise the team and draw the team members perspective and how they can implement individual and collective actions

There is a lot of power in the collective intelligence in teams. Team mentoring models like peer coaching and group coaching will expand the thought process of teams and open up their perspectives and their minds. When taught and implemented correctly it builds more trust within the group, as everyone leaves their title and their ego at the door and instead comes together on with a mindset of innovative solution finding and problem solving.

Team mentoring models in executive coaching help teams work better together by teaching them how to solve problems, appreciate each other's differences, and communicate well. They focus on building trust and preventing conflicts before they happen. By learning and growing together, teams become more productive and innovative in their work.

In addressing generation conflicts within team mentoring models for executive coaching, it's vital to acknowledge and respect the diverse perspectives and communication styles of each generation. Facilitators should promote cross-generational mentorship opportunities, fostering empathy and knowledge transfer among participants. By embracing generational diversity as a source of innovation, teams can effectively navigate conflicts and promote inclusivity in leadership roles.

From my experience, team conflict can be avoided or healed when the team,through a facilitated process, can coached in designing it’s own charter. I’ve been doing this for years and it’s lovely to watch how the culture shifts,