How can you develop your coaching and mentoring skills to support your team's professional development?

Improving coaching and mentoring skills to support a team's professional development involves several key strategies. First, active listening is crucial. It means not just hearing but understanding their concerns, challenges, and goals. This allows you to tailor your guidance to their specific needs. Next, create a supportive and open environment where team members feel comfortable seeking guidance and feedback. Regular one-on-one sessions can provide a platform for discussing their progress, addressing any roadblocks, and setting goals. Constructive feedback is valuable in highlighting areas for improvement without discouraging them.

demonstrate the skills and behaviors that you expect from them, and share your own experiences and insights that can help them learn and grow. You should also encourage your team members to share their best practices with each other, and create a culture of learning and collaboration within your team

As a coach and mentor, lead by example. Demonstrate a commitment to your own growth and development, inspiring your team members to do the same. Celebrate Progress and Achievements: Celebrate the progress and achievements of your team members as they reach their development goals.

In order to help foster growth and development within a team using your strengths and clearly understanding your role while staying flexible,reliable and positive with the ability to help your team as much as you can, by being cooperative and willing to work hard, will make a good impression on everyone.

Saber a diferença entre os vários tipos de suporte que um gestor pode ter é fundamental. Indico um livro do Robert Dilts - "From Coach to Awakener" - para entender os tipos diferentes de suporte que podemos ter e principalmente para desmistificar os falsos coachs. Ser guia, professor, coach, mentor, sponsor entre outros exige preparação e muito auto-conhecimento.

Saber identificar esses pontos durante uma conversa sem ter que fazer o outro preencher um questionário leva tempo. Engajar-se com o seu time, entender e conhecê-los a fundo. Também tem que mostrar interesse verdadeiro para conhecer tudo o que eles estiverem dispostos a se entregar e não forçar a barra. O lider deve ser vulnerável para conseguir se conectar ao seu time e ainda se manter aberto as diversidades do seu time.

Existem vários tipos de metas: SMART, GROW, SCORE. Procure o framework que se enquadra melhor ao seu time. Trace metas junto com eles para que eles entendam que é necessário tê-las e depois disso, deixe que eles façam sozinhos. É importante ter o tempo para ensinar e guiar antes de delegar.

Feedback deve ser sempre dado de maneira rápida e no privado. Um feedback de um ponto de melhoria deve ser dado somente ele sem colocar coisas boas no meio. Depois do feedback, dê tempo para o outro pensar no plano de ação e discuta depois de uma semana o que o outro pensou. Eu gosto de usar um feedforward que usa um acrônimo SBIO - Situation, Behaviour, Impact and Objective from now on.

Mastering the art of effective questioning is a pivotal skill in coaching and mentoring. Skillful use of questions empowers you to ignite critical thinking, challenge assumptions, foster reflection, and steer your team members toward actionable insights. Opt for open-ended questions that encourage thorough exploration, steering clear of closed-ended ones that elicit only yes or no responses. Incorporate probing questions to delve deeper into issues and empowering questions that instill confidence and inspire decisive action. This nuanced approach to questioning enhances your coaching and mentoring impact, fostering robust professional development within your team.

As a mentor it is important to model out the best way to communicate and care for your patients. Often times, the provider will come out of school with the technical skills, but lack communication skills, empathy, treatment presentation, etc. By the mentor modeling these skill the new provider will develop and evolve quicker in the process; making them more productive while providing quality care.

Coaching and mentoring is a two-way street, and oftentimes, that seems to be an afterthought due to the implied rigidity "mentor" and "mentee" carry. But there may come a time where the roles switch and that transition has to be handled with understanding and grace. Ultimately, the goal is to foster collaboration and equity for all parties involved and taking a back seat comes with a bright side.

Tailor your approach: Recognize that each team member is unique and may require a different coaching or mentoring approach. Customize your guidance to their individual needs, learning styles, and career aspirations.