What are the most effective mentoring practices for coaches working with teams?

When coaching teams, it’s important to align team goals with individual results and vice versa. Creating accountability for individual results that are aligned with the achievement of the teams’ goals allows for personal growth as well as team success. If the focus is on improving soft skills like communication, rather than asking the individual to assess themselves, asking their teammates to rate them gives immediate feedback that any coach can use to strengthen any given skill set.

Coaching is a sensitive skill and is situation dependent. Here are some mentoring practices that have been most effective for me over the years as a Business Coach. 𝑭𝒊𝒓𝒔𝒕, as a mentor you must help your team member discover and accept their 𝒔𝒕𝒓𝒆𝒏𝒈𝒕𝒉𝒔 - both personal and professional. 𝑺𝒆𝒄𝒐𝒏𝒅, as a mentor it is your responsibility to help your mentee set professional 𝒈𝒐𝒂𝒍𝒔 that are aligned with their strengths. 𝑻𝒉𝒊𝒓𝒅, the mentor must provide all the 𝒓𝒆𝒔𝒐𝒖𝒓𝒄𝒆𝒔 and 𝒕𝒓𝒂𝒊𝒏𝒊𝒏𝒈 needed by the mentee to achieve the goals that were set. 𝑭𝒊𝒏𝒂𝒍𝒍𝒚, the entire time the mentor must provide the right 𝒇𝒆𝒆𝒅𝒃𝒂𝒄𝒌, delivered the right way and at the right time.

Effective mentoring for coaches with teams involves building strong relationships, understanding individual strengths, and fostering open communication. Set clear goals, offer constructive feedback, and be flexible in your approach. Regular check-ins, positive reinforcement, and personalized guidance contribute to a motivated and growing team.

It starts with setting goals & expectations. Clear & SMART goals. And audacious too to ensure the mentee gets the full benefit, even maximise potential. Beyond goals, set the expectations from both. It is important to be clear and not assume anything. It is a relationship. Both have a responsibility to proactively nurture it. Not taking anything for granted, or make assumptions. Review progress against the goals too. My executive coaching clients, senior corporate leaders, often complain the mentor (the peer of the super boss, senior leader or CXO) not being available when most needed. That violate the fundamentals of any relationship. Be available!

I like and agree with all of the topics covered. It is my belief that learning from those who are successful is one of the best ways to be successful. When it come to coaching there are two men who stand out as great examples of coaching: John C. Maxwell and Coach John Wooden. If I had to pick just one, it would be Coach Wooden - he mentored John Maxwell. Coach Wooden's methods of coaching, especially teams, apply to all aspects of life, business, family, etc. and are out standing. Following and emulating them is, from my perspective as a coach, one of the best ways to answer the question: "What are the most effective mentoring practices for coaches working with teams?".

Mentoring is a journey, and trust is the compass. It brings to mind my own experiences. The genuine interest, active listening, and shared stories – they make all the difference. Such a vital read for coaches navigating the mentoring landscape!

Coaches should actively listen to team members to understand both their individual needs and concerns as well as team-wide goals. This helps build trust and rapport.

Make sure all involved are open and transparent, and that you have agreed on confidentiality. And during the process, if anything disturbs the relationship... open up and have a conversation around it.

La confiance est à la base d’une relation d’accompagnement efficace. Pour évoluer le mentoré doit se sentir dans un espace sécurisé où il se sent libre d’aborder tous les sujets qui le préoccupent. Le mentor peut informer son mentoré le cas échéant qu’il adhère à une charte déontologique et est tenu au secret professionnel afin de rassurer le mentoré sur son professionnalisme.

In team coaching, remember: effective leadership is not about being in charge, it's about caring for those in your charge. Nurture a culture where every voice is valued, encourage growth through collective wisdom and shared experiences.

There is indeed no one best way of doing it. Explore, and also dare to experiment. Follow your intuition, and do not fall into the performance trap where you feel that everything should be right and should be added directly to the topic you're working on. Have fun during the process.

Le mentor peut également interroger son mentoré sur la manière dont il aime apprendre. Comment rendre l’expérience plus agréable ? Quels sont les éléments qui feraient de ce mentirait une réussite. En questionnant cela permet d’éviter les suppositions et de faire vivre une belle expérience à son mentoré qui ira au delà des apprentissages. Ensuite capitaliser sur son expérience et suivre son intuition pour un accompagnement unique et réussi.

Remember that each member is a unique universe of thoughts and potentials. To unlock their collective brilliance, it's vital to embrace a multimodal approach, tailoring your methods to each individual's learning style. This creates a culture where everyone feels seen, heard, and valued, enhancing not only their individual growth but also the synergy of the team. This is the art of transformative coaching. It takes time but the results are deeper and longer lasting.

I think it's vital to focus on adaptability, agility, and resilience as pillars of any team coaching. Understand that each team member's journey is unique. Nurture an environment where open communication and mutual learning thrive and you're already winning! This way, we build a culture of continuous growth, ensuring our approach remains relevant and impactful.

Regular, honest exchanges, where every voice matters, guide collective progress. It's not just about pointing out gaps, but nurturing potential, fostering a culture of continuous learning and shared victories. The quickest way, in my experience, has been to be vulnerable, share myself and my experiences and be open to probing questions to create a space where members feel comfortable to open up.

La rétroaction permet de s’assurer d’avoir bien intégrer une compétences. Cela permet de le mettre en application dans un domaine et de l’extrapoler a d’autres univers. Une bonne rétroaction permet de renforcer la confiance en soi et de favoriser l’autonomie.