Your employees are probably the largest recurring investment your company makes. Are you using the best approaches to get the highest return on your investments? Have you ever wondered which can help develop you, your leaders and your employees - Training, Mentoring or Coaching? The answer is all of them, just at different points in one’s career. People often approach one’s development considering only one of the tools. Attendees will differentiate between the tools and identify when to engage training, mentoring or coaching in developing themselves, their leaders, and their employees.

1. Training, Mentoring, Coaching
Which Can Help?
2012 ASTD Valley of the Sun Conference
October 24, 2012

2. Margo Boster
• CEO & Co-Founder, ImpaQ Solutions, LLC
• Help organizations and the people within those organizations
do and be more than they thought possible; more than 25
years of professional experience in senior leadership
• International Coaching Federation credentialed coach
• Center for Credentialing and Education Board Certified Executive
Coach
• BS in Psychology with emphasis in Organizational Effectiveness,
University of Maryland
• Graduate level course work in Public Policy and Administration
• Georgetown University Certified Leadership Coach
• MBTI, DiSC, Lominger Competency Assessments, Organizational
Culture Assessment Instrument (OCAI), CCL 360 Assessments
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3. Today’s Discussion
• Relationship between training, mentoring and
coaching in developing yourself, your leaders,
and your employees.
o Discuss the definitions and
characteristics of training,
mentoring and coaching
o Learn at what point in one’s
career each tool can be
most beneficial
Not to be reproduced or redistributed without
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written permission of ImpaQ Solutions

4. Training - Definition
• Organized activity aimed at imparting
information and/or instructions to improve
the recipient’s performance to help him or her
attain a required level of knowledge or skill 1
1www.businessdictionary.com
Not to be reproduced or redistributed without
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written permission of ImpaQ Solutions

5. Training - Characteristics
• A Trainer is one who has the knowledge or skill and
imparts it to a trainee
• A Trainee is one who receives information to
improve their knowledge or skill
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written permission of ImpaQ Solutions

6. Examples of Training
At the end of training you are at the beginning of learning
Not to be reproduced or redistributed without
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written permission of ImpaQ Solutions

7. Mentoring – Definition
• Mentoring is a developmental partnership
through which one person shares knowledge,
skills, information and perspective to foster
the personal and professional growth of
someone else.
Source: University of South Carolina College of Communication and information
Not to be reproduced or redistributed without
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written permission of ImpaQ Solutions

8. Mentor - Characteristics
• A mentor facilitates personal
and professional growth in an
individual by sharing the
knowledge and insights that
have been learned through the
years (Senior employee)
• A mentee is an achiever–
”groomed” for advancement by
being provided opportunities to
excel beyond the limits of his or
her position (Junior employee)
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written permission of ImpaQ Solutions

9. Mentor Programs
• Formal / Structured
– Create a Structure
– Pairing
– Train the Mentors
– Manage Expectations
• Informal
May have multiple mentors throughout career and
multiple mentors at same time
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written permission of ImpaQ Solutions

10. Coaching - Definition
• The International Coaching Federation (ICF)
defines coaching as partnering with clients in
a thought-provoking and creative process that
inspires them to maximize their personal and
professional potential.
• A collaborative, confidential partnership
focused on gaining results and increasing the
effectiveness of leaders and managers.
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written permission of ImpaQ Solutions

11. Coaching - Characteristics
Trained professional coaches:
• Identify obstacles to reaching goals, and design strategies and
actions for success
• Create a listening environment in
which the Client is comfortable
articulating practical challenges
he/she is facing
• Ask questions that will elicit the
Client’s vision to expand beyond
the boundaries of their current
perspective
• Clarify and establish priorities and well-defined plans
• Provide tools, support and structure to ensure continued
learning and growth
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written permission of ImpaQ Solutions

12. Types of Coaches
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written permission of ImpaQ Solutions

13. Types of Challenges
• Technical challenges involve
situations for which the skill set
necessary to address complicated
issue is known.
• Adaptive challenges are those that
require us to learn something new
Dr. Robert Kegan, or look at the situation with a
Professor in Adult Learning
and Professional different mindset in order to be
Development, Harvard
University successful.
Source: What to do When Change Efforts Fail: Applying the Kegan and Lahey’s (2009), Immunity to Change Process
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written permission of ImpaQ Solutions

14. Aligning Development with Challenge
Training Mentoring Coaching
Technical Adaptive
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written permission of ImpaQ Solutions

15. Not to be reproduced or redistributed without
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written permission of ImpaQ Solutions

16. Thank You
margo.boster@impaq-solutions.com
www.impaq-solutions.com
480-359-6147
703-864-8334
twitter.com/ImpaQ_Solutions
www.facebook.com/ImpaQSolutions
http://www.linkedin.com/in/margoboster
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