Mentorship and Coaching Methods

My weekends are often spent mentoring, and I frequently get asked how I find the time and if it gets exhausting. For me, it doesn't. Spending a few hours each week lecturing at a college, solving issues for friends, or catching up with contemporaries is a delight. The diversity of my work is like being a space traveler: one day, it's creating music with Ankur Tewari; the next, it's discussing comedy with Tanmay Bhatt, or exploring the future of publishing with Shreya Punj. My schedule might exhaust others, but as Amit Varma says, it's like creating a picture of the universe—the more dots, the clearer the picture. And as I say, "To sprinkle stardust, you have to visit the stars." Every person is an adventure, an Aladdin’s cave filled with treasure. The question is, can you unlock them? Some steps for Learning and Mentoring Conversations - Listen More Than Talk: Truly hear what the other person is saying. - Keep Devices Away: Focus on the conversation unless taking notes, and inform them if you are. - Frame Questions Well: Ask open-ended questions to elicit more than a yes or no. - Set Goals: Establish clear objectives for mentoring sessions. - Encourage Openness: Create a safe environment for sharing. - Be Patient: Let the conversation flow naturally. - Provide Constructive Feedback: Offer supportive insights. - Summarize and Reflect: Ensure understanding and engagement. - Follow Up: Check progress and continue discussions. - Stay Curious:Maintain genuine interest in their journey. - Encourage Self-Reflection: Prompt deep thinking about their actions. - Respect Boundaries:Be mindful of sensitive topics. These strategies help create meaningful, effective learning conversations that enrich both parties.

A lot of leaders confuse coaching with mentoring. The difference matters more than you think. When I’m called into an organization, I often see managers struggling because they’re unknowingly blending the two. They think offering advice (mentorship) is coaching, or they think asking questions (coaching) is enough when their team actually needs guidance. Here’s how it works: Mentoring transfers knowledge, experience, and culture. It’s the wisdom download, the “here’s how I’ve done it.” Coaching cultivates autonomy, empowerment, and critical thinking. It’s the mirror, the “what do you see, and how will you act?” Both are valuable. But they unlock entirely different outcomes. Mentoring accelerates learning. Coaching expands capability. When leaders blur the lines, they either create dependency (team can’t move without their advice) or frustration (team feels guided but directionless). That’s why top-performing organizations design clarity around this. Managers are trained to know when to mentor, when to coach, and how to switch gears seamlessly. Because sometimes your people need a map. Other times, they need a mirror. The difference is the difference between a team that stalls and a team that scales. The visual below breaks down these distinctions, it’s worth saving if you lead others. The leaders who master this balance aren’t just effective in the moment; they become culture multipliers. Most companies are still treating managers as “advice machines.” The ones who learn to build coaching capacity now will have a decisive advantage in retention, culture, and performance over the next decade. This isn’t optional anymore, it’s competitive edge. If your managers are stuck giving advice when they should be coaching (or asking questions when they should be mentoring), the issue isn’t effort, it’s design. I help founders and executives turn managers into culture multipliers by teaching them exactly how to balance coaching and mentoring. Book a call if you want your managers to become your strongest growth lever. #Leadership #Management #ExecutiveCoaching #OrganizationalCulture

Throughout my 30-plus years of leading real estate companies and churches, I have greatly benefited from coaching, mentoring, and consulting. Early in my career, I sought out someone who was more than 20 years my senior and had the experience to guide me. For over three decades, both in the US and the Middle East, this mentor was instrumental in my development and helped me navigate many career challenges. This was in the 90s, long before the International Coaching Federation was founded, and when the term “Executive Coach” was not yet used. Now, you often hear the terms “Executive Coach,” “Mentor,” and “Consultant” used in the business and non-profit worlds, but they are seldom clarified and differentiated. Here is a helpful definition of these three roles and how each can assist you in your growth as a leader. Executive Coach – Coaching is a regular meeting (weekly or bi-weekly) between the coachee and coach, where the coach uses their training to support the coachee's professional growth by setting goals and addressing challenges. Many individuals in the business world refer to themselves as Executive Coaches, but often, they lack certification from the International Coaching Federation. This certification requires 120 hours of coursework and 100 hours of coaching. Therefore, many who identify as coaches are not actually coaches; they should identify as mentors. Mentor – A mentor is someone who has experienced a similar journey, career, or challenges as the mentee. The mentoring process involves regular meetings (weekly or bi-weekly) during which the mentee presents specific issues to the mentor, who then shares their wisdom, knowledge, and expertise to assist the mentee in addressing those challenges. Consulting – The consultant is a professional who has obtained various certifications and training that can be utilized by individuals or organizations to address specific needs or challenges. Think of 5 Behaviors of a Cohesive Team, Everything DiSC, etc. For example, improving team culture is a common scenario in which a consultant is hired for a defined period (such as three months, including three half-day workshops) to enhance this aspect within an organization. Post in the comments below how you or your organization have been assisted by either one or all of these services.

Mentors aren’t just free coaches. And coaches aren’t just paid mentors. Mentors and coaches both matter. But they are not the same. I have a mentor who’s helped me navigate my career in technical organizational leadership. I knew him long before he became my mentor. He knows the road I’m on because he’s walked it. He’s invested in me and my growth, my career, my decisions. I’ve also had coaches: ▶️ One helped me become a better writer. ▶️ One challenged me to collaborate more effectively with peers and executives. ▶️ One walked me through the process of getting a book published. I wouldn’t have asked my mentor to help with writing mechanics. And I wouldn’t have asked a coach whether a promotion or a new role was right for me. Different roles. Different value. Here’s how I think about it: Mentors are invested in you. They bring experience, perspective, and a personal commitment to your long-term success. Coaches are trained to teach what you need to know. They bring tools, frameworks, and accountability to sharpen specific skills. Both are powerful. They are not interchangeable. Frustrated with your career or personal growth? Add a mentor. Add a coach. Few things will accelerate your development faster.

Here's when to Teach, Mentor, and Coach: In the journey of professional development of your people, the mix of teaching, mentoring, and coaching is required. The differences between Teaching, Mentoring, and Coaching are ↓ ◉ Teaching: The base for knowledge transfer, empowerment, offering clear instructions, directions, and definitive answers. ⇢ This method becomes the go-to approach when there's a knowledge gap, time constraints, or the need for a quick, one-off task resolution. ◉ Mentoring: This takes the form of a wise counsel, giving suggestions, and valuable guidance. ⇢ It's the compass for career progression, sharing knowledge, and a guide for those navigating the complexities of their professional journey. ◉ Coaching: It is an interactive process built on listening to understand, asking probing questions, and encouraging self-reflection. ⇢ This method builds upon existing knowledge, enhancing skills, addressing challenges related to motivation, commitment, and responsibilities. Why this distinction matters? Teaching lays the groundwork, filling knowledge gaps & providing immediate solutions. It's efficient when a clear, directive approach is needed. Mentoring serves as a guiding light, illuminating the path for career progression. It's a relationship that thrives on shared wisdom and experience. Coaching is a mirror that encourages self-reflection. It's a tool for enhancing skills, behaviours, navigating the complexities of motivation & commitment. Each method has its place in the professional landscape. Knowing when to teach, mentor, or coach is the key to cultivate a growth environment. Question: How do you know when to switch from teaching to coaching or mentoring to guiding?

Coaching. Consulting. Mentoring. They’re not the same—and knowing the difference matters. In my work with leaders, one of the most common questions I get is: “What’s the difference between coaching, consulting, and mentoring—and which one do I need?” Here’s how I break it down: 👉 Coaching is about forward momentum. It’s focused on goals, clarity, and aligned action. Coaches don’t give advice—they ask powerful questions to help you unlock your own answers. It’s ideal for high-achievers, leaders, and changemakers ready to grow with intention. 👉 Consulting is about solving specific problems. Consultants analyze systems, offer strategies, and often deliver step-by-step plans. If you need expertise and a clear roadmap—this is the lane. 👉 Mentoring is about shared experience. Mentors have walked the path and share what worked for them. It’s rooted in relationship, storytelling, and personal growth—especially helpful for career development or skill-building in a specific field. Here’s the key: 💥 Coaching helps you lead the change. 💥 Consulting helps you map the change. 💥 Mentoring helps you learn from someone who’s been through the change. Each one serves a purpose. And depending on where you are in your journey—you might need one, two, or all three. If you’re feeling stuck and unsure which one is right for you, I’d be happy to help you figure that out. Drop a comment or send me a message—let’s talk about what kind of support would serve you best right now. I listen, bring clarity, provide support: Apoyo Coaching and Consulting

𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 𝘁𝗵𝗮𝘁 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗰𝗮𝗻 𝗵𝗮𝘃𝗲 𝗼𝗻 𝘀𝗼𝗺𝗲𝗼𝗻𝗲’𝘀 𝗰𝗮𝗿𝗲𝗲𝗿? It’s not just about guiding others; it’s a rewarding journey that allows you to share your experiences & insights! Here are some tips I aim to follow to effectively navigate the mentor-mentee relationship with the two mentees I'm currently mentoring in mentoring programs at the Deutsche Physikalische Gesellschaft e. V. (DPG) & ZEISS Group: ▶️ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗦𝘁𝗿𝗼𝗻𝗴 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻: Get to know your mentee personally to understand their challenges & goals. ▶️ 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗢𝗯𝗷𝗲𝗰𝘁𝗶𝘃𝗲𝘀: Discover what your mentee hopes to gain from the relationship & tailor your guidance accordingly. ▶️ 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗦𝗸𝗶𝗹𝗹𝘀: Offer assistance with everyday tasks & details that can significantly impact your mentee's growth. ▶️ 𝗦𝗲𝗹𝗳-𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: Assess your own skills & experiences to understand what unique insights you can provide. ▶️ 𝗘𝗺𝗽𝗮𝘁𝗵𝗶𝘇𝗲 𝘄𝗶𝘁𝗵 𝗧𝗵𝗲𝗶𝗿 𝗝𝗼𝘂𝗿𝗻𝗲𝘆: Remember the challenges your mentee faces & ensure your advice is relevant to their current situation. ▶️ 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀: Define what a successful mentoring relationship looks like, emphasizing the mentee's responsibility for their learning. ▶️ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗬𝗼𝘂𝗿 𝗠𝗲𝗻𝘁𝗲𝗲: Allow your mentee to take the lead in the relationship, using your expertise to guide their exploration. ▶️ 𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗲 𝗦𝗲𝗹𝗳-𝗗𝗼𝘂𝗯𝘁: Overcome self-doubt & focus on doing your best. Your mentee is more concerned with their own development than your perceived shortcomings. ▶️ 𝗘𝗻𝗴𝗮𝗴𝗲 𝗶𝗻 𝗔𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: Be a supportive sounding board for your mentee. Listening is often more valuable than providing answers. ▶️ 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗮𝗻𝗱 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴: Use a blend of mentoring & coaching techniques to provide a well-rounded experience, toggling between advice & open-ended Q's. ▶️ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁: Foster a safe space where your mentee feels comfortable sharing & exploring challenges. ▶️ 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗠𝘂𝘁𝘂𝗮𝗹 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴: Cultivate a collaborative relationship where both mentor & mentee benefit from shared experiences. ▶️ 𝗕𝗲 𝗔𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 & 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁: Share both your successes & failures to provide valuable lessons for your mentee. ▶️ 𝗕𝗿𝗶𝗻𝗴 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗘𝗻𝗲𝗿𝗴𝘆: Infuse your interactions with enthusiasm & positivity to inspire your mentee. So, are you ready to make a difference & have a blast while sharing your experiences? Join a mentoring program as mentor today! 💪 A shoutout to the ZEISS Group and the Deutsche Physikalische Gesellschaft e. V. (DPG) for establishing wonderful mentoring programs. #mentoring #empowerment #mentorship #CareerDevelopment #leadership #teamzeiss #zeiss

Personal and professional development relies on four key roles: mentoring, coaching, sponsoring, and advising. However, these roles are often confused or conflated, leading to misaligned expectations and suboptimal outcomes. To clarify their distinct purposes: 👑 Mentoring involves a long-term relationship focused on holistic growth, with mentors sharing wisdom from their experiences. 👑 Coaching is a structured, is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership. 👑 Sponsoring is an advocacy role where sponsors use their influence to create opportunities and actively promote career advancement. 👑 Advising provides expert guidance in specialized areas, offering informed solutions to complex issues. Charnsupharindr’s chart helps clarify these roles demonstrating how each contributes uniquely to development while complementing one another. Understanding these distinctions enables organizations to implement more effective support systems for their leaders and employees, fostering a holistic approach to growth and success. #Mentorship #LeadershipDevelopment #Advising #Coaching #ProfessionalGrowth

What separates a good mentor from a great one? 🤔   We often think mentoring is all about sharing advice—but the most impactful mentors know it’s more nuanced than that.   The best support you can give is when you strike a balance between offering guidance and encouraging self-discovery.   🔹 I shared my experience of both being mentored and mentoring in a recent Forbes Coaches Council article: "Great mentors strike a balance between sharing advice based on past experience and asking questions to spark reflection and deeper thinking. The intention of great mentors is to help their mentee discover their own path forward. This requires striking a situational and intentional balance between asking and listening and between sharing wisdom from experience and holding up the mirror to potential pitfalls and blind spots."   This philosophy has guided me in my own mentoring journey—and it’s at the core of the people-centered leadership approach I advocate in my work. When we shift from telling to asking, from directing to developing, we unlock potential in powerful ways. This is exactly the continuum we have to navigate as leaders, coaches, and mentors alike if we really want to develop and nurture someone's growth that I share on the most recent episode of Chain of Learning: 🎙️ ChainOfLearning.com/44   Read all the contributions of 13 other Forbes Coaches Council leadership experts where we share decades (centuries!) of collective wisdom this Forbes article: 🔗 https://lnkd.in/g345KmJT   💬 Which mentoring habit or principle has made the biggest difference in your own growth—as a mentor or a mentee?   Contributors: Dr. Katharina Schmidt (PsyD) Beth Fitzgerald Dr Chetan Walia Rachana Adyanthaya Shahana Banerjee Katy Hansell Kathryn Lancioni Stephan Martin Lendi Jay Garcia Kinga Vajda Carlos de Hoyos Díaz Dr. Demoine Kinney Thomas Lim   #MentorshipMatters #LeadershipDevelopment #ForbesCoachesCouncil #PeopleCenteredLeadership #ContinuousImprovement #Coaching #LeanLeadership #ChainOfLearning

Why having a mentor AND a coach can transform your leadership. An example: -> You rarely speak up in meetings, attributing it to modesty or lack of valuable input. -> But your perspective is crucial and could greatly benefit your team. You decide to hire a coach. Your coach helps you uncover an underlying belief: -> Great leaders never look stupid in front of their teams. This belief holds you back from speaking up unless you're 100% sure you're right. What do you do with that belief? Consult a Mentor: -> Your mentor, with similar leadership experience, tells you that withholding perspectives is detrimental. -> They emphasize the importance of diverse viewpoints. Here’s why the coach/mentor combo is so valuable: -> With your coach’s support, you become aware of your limiting belief. -> Your mentor provides a counter-perspective, encouraging you to test your assumption. Result: -> You start speaking up more in meetings, adding valuable insights. -> You realize your belief was false, and your behavior changes for the better. Key Takeaway: A coach helps you uncover limiting beliefs, while a mentor offers real-world perspectives to challenge and change those beliefs. Together, they can significantly enhance your leadership development. Have you experienced a breakthrough with the help of a mentor or coach? #riseup #blueprint