With an increasingly aging workforce there is an even greater need to create organizational cultures where all ages work together to maximize the performance of each person. Hoping for this culture is not the answer……actively intervening gives us a much better chance of success!
In our last blog we discussed the importance of building relationship with employees so that you can more effectively motivate them to perform. Now let’s talk about how to build that relationship.
Mentoring is a relationship in which one person facilitates the development of another by sharing knowledge, perspectives and insights from past experiences. This is accomplished by helping the person being mentored recognize areas to improve, discover barriers to improvement, provide guidance by sharing knowledge, perspectives and insights from past experience, and helping the person adapt perspectives and insights to his or her specific circumstances.
Coaching is a relationship in which one person directs the personal/professional development of another by providing instruction and ensuring that the other effectively follows that instruction. This is done by helping the person being coached identify areas to develop, discovering barriers to development, providing instructions for development and holding the other person accountable to following those instructions.
Both of these roles are based on trust through shared purpose and mutual respect. As trust grows, the relationship grows and as the relationship grows, influence and the ability to motivate increases. Best bosses know when and how to build relationships by mentoring and coaching.