Executive and Workplace Performance Coaching & Mentoring – FAQs

Below is a list of answers to frequently asked questions about executive and workplace performance coaching and mentoring. Alternately, please use contact us so we can advise how The Empowering Wall can benefit you or your organisation.

What are the key differences between performance coaching, mentoring, counselling and training?

Whilst these techniques do have some similarities – here are some recognisable differences:

• Coaching – With a key focus on a specific issue, through conversations and gentle questioning, the coaching counterpart self reflects on the issue, and is supported by the coach as the counterpart works through any barriers, evaluates options and commits to an action plan to resolve the issue. The coach neither provides advice nor direction to the counterpart.
• Mentoring – has an emphasis on the broader, longer-term goals of the counterpart. Whilst some coaching techniques are used to encourage counterpart self reflection and assessment, the mentor utilises their work experiences to provide advice and encourage strategy determination and action commitment.
• Counselling – has a focus on the past as the basis for problem solving. It is a specialised skill with a holistic application to the counselee – i.e. unlikely to be limited to solely workplace matters – requiring broader brain-centred techniques to achieve sustainable outcomes. Can involve providing direction and advice to the counselee.
• Training – directs, encourages, transfers and guides the trainee to demonstrate new skills, knowledge and learned behaviour. To reinforce the newly acquired capability, the trainee may be required to demonstrate competencies through role plays and / or exercises. Lots of ‘telling’.

If you are being told or advised on what to do, then you are NOT being coached

What is workplace performance coaching?

A variation of executive coaching in which the coach works with professionals (e.g. accountants, engineers, lawyers, IT specialists, doctors, nurses, educators) and technical / trade specialists (building, electronics, water, environmental, health, commercial), as well as middle managers and supervisors.

It has a key focus on removing personal barriers to success and self development through the use of natural talent identification and incremental usage.

What is a coaching session like?

A coaching conversation is structured to suit the specific needs of the coaching counterpart. There are some key considerations to optimise benefits for the counterpart:

Issue: the scope, complexity and context of the issue will determine the recommended number of coaching conversations – usually between 1 and 6 sessions

Time: how much time do you have available for a conversation? – usually between 20 minutes and 1 hour. It is rare for a session to go beyond 1 hour.

Frequency: where multiple coaching sessions are required, these will usually occur between 2 and 4 weeks apart – so you maintain the currency of the issue being worked through, and have an urgency to complete your committed actions.

Location: an experienced coach can be equally effective through face-to-face or telephone-based conversations with the counterpart. To be effective, the counterpart MUST access a location where they feel secure and private to have a confidential conversation with the coach.

How will I know if coaching will suit my needs?

If you want to improve your performance in the workplace or advance your career or even make a change to what you do, AND you want to make those changes happen, then you will benefit from having a coach.

How do I select a workplace performance coach?

The following are some key considerations:

Commerciality: A workplace performance coach does not need to be an expert in a particular profession (e.g. accounting) to be able to assist you. However, effective coaches often have strong business and commercial skills and experience, making it easier to build rapport

Independent: Ensure your coach is NOT a member of your work team. Remember, you want to be as open as possible with your coach, so choose a coach who will not compromise you in the workplace.

Caring & nurturing: Have informal conversations with a few coaches, to assess ‘the fit’. You need to engage with a coach:

• who has your best interests in mind at all times
• whom you respect and trust
• who can help you through any tough periods through empathetic care & nurturing.

Capable: If you are unsure where to look for a coach, approach the International Coach Federation (ICF) in your area or a coaching organisation affiliated with the ICF. In addition, the ICF has a reliable coach credentialing program so you can rely on a coach with current ICF credentials (i.e. ACC, PCC or MCC).

How much does an executive or workplace performance coaching session cost?

Professionally trained, accredited and experienced coaches charge fees which are similar to other highly trained professionals. Fees vary from coach to coach; are based of the specifics of each coaching assignment; and, whether the sessions are face-to-face or telephone-based. Something to consider when evaluating a coach’s fee is the financial benefit you or your organisation gains from your increased level of performance.