WHEN SHOULD LEADERS AND MANAGERS MENTOR, COACH OR SUPERVISE
Different level of performers needs to be led and managed differently.
Mentoring is only for the top performers. Coaching is for the middle, while Supervisory is for low performers.
The goal of Mentoring is to help talents learn what he or she would have learned less well, more slowly, or not at all if left alone. It is a softer and more relationship-focused form of guidance to develop talent not just as an individual, but with a wider goal for both career and personal growth.
Mentoring links top leadership with top talents for a long period of time. It is the costliest development platform. As such, we must only mentor stallions and those who have the potential to be one.
The aim of Coaching is to improve skills that is needed in a talent’s job - to advance performance. It is task-specific. While it requires more constant interactions as compared to Mentoring, Coaching has a shorter time duration. It ends when the talent manages to step up to the performance needed. As such, Coaching is needed widely and best suited for the middle performers who occupy 80% of the bell curve.
Supervising is for the bottom 10% of the bell curve. The aim of supervising is to correct behaviour and get the job done at the minimum standard required. Supervising is a scheduled instruction-based approach to ensure a non-performer performs as expected at the shortest time possible - to shape up or shift out.
Leaders and managers must not waste time with non-performers. Delegate supervisory duties whenever possible.
While there are some exceptions, like a sudden drop by a performer due to personal challengers or a job fit concern after a transfer, leaders and managers must choose wisely and methodologically when to Mentor, Coach or Supervise because while people are our greatest asset, time is a limited one.
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Anas
* Veronica HP +6019 288 1834 EMAIL veronica@zubedy.com
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