Did you know that 98% of all new coaches and managers lack the mentor skills with the agility to catapult their clients and employees into highly performing leaders where they see immediate returns on their investments? Would you agree that it’s true most new coaches and managers have no clue about how to confidently mentor because they’ve never properly been trained.
It’s important for coaching organizations and companies to understand the impact of rusty or nonexistent mentoring skills to coach their people has a bad effect because this mistake directly squeezes the bottom-line of the company, which continues to further restrict critical ongoing training because you end up with fewer sales. Then you have even less money to invest in mentor training.
Neglecting crucial training becomes a self-fulfilling prophesy, and that is less training equals fewer sales, right?
Quick Mentor Skills For Any New Coach or Manager
Every week I coach five to 10 new prospects in complementary consultations. In the first 5 minutes, I let them tell me their story.
Almost 100% of the time they ramble about what it is they want to accomplish, but then I stop them dead in their tracks by asking them: what is your biggest goal right now?
It’s difficult for the majority to readily state their 2 to 3 outcomes for their business. This is because they don’t have a clear vision as to where they want to be in the next 12 months and especially what their company will look like in the next 5 years.
One of the most valuable mentor skills is you should be readily able to help your clients create their own vision or help your employees to understand your vision, so they have a context or frame from which to set goals which align with the longer term vision.
Measure Your Client’s or Employee’s Performance
Did you know what you never inspect never gets done? Once you helped your mentee get clear on the vision they should align with and set crystal-clear goals, then you need to monitor their performance.
Now if you’ve learned mentor skills that’ll help you coach clients or employees to set their goals properly, their outcomes will be measurable. You’ll be sure when they’ve achieved their goals because you will have included that criteria as part of their goals.
Ask your mentee questions like:
What’s not working?
You’ll do this because you want to know whether your mentee is getting closer to their goals or further away from the target.
Certified JTS Accountability And Strategy Coach