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Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
Coaching and Mentoring: Mandatory
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Coaching and Mentoring: Mandatory

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Susan Senese, Joe Murphy and I led a discussion on how to develop your competencies & careers with coaches and mentors at Internet Librarian 2012.

Susan Senese, Joe Murphy and I led a discussion on how to develop your competencies & careers with coaches and mentors at Internet Librarian 2012.

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  • E301 – Coaching & Mentoring10:30 AM – 11:15 AMRebecca Jones, Managing Partner, Dysart & Jones AssociatesSusan Senese, Associate Librarian, Research and Information Technology, University of Toronto Mississauga LibraryJoe Murphy, Technology Trend Spotter & Librarian, LibraryFuture formerly Yale UnivA recent Harvard Business Review blog advised those in a new job or a new career or just eager to build their skills to “Go out and find the most qualified or talented mentor, coach, or manager you can, and subject yourself to every- thing they can throw at you” (J. Glickman). This trio shows how to identify a coach or mentor, the difference between coaching and mentoring, and the benefits of building a network of mentors.
  • Transcript

    • 1. Coaching & Mentoring Choice? MandatoryJoe Murphy, Library FuturesSusan Senese, University of Toronto MississaugaRebecca Jones, Dysart & Jones Associates
    • 2. Experiences & Perspectives
    • 3. Coach or Mentor?Do you want to work on: Then you need a: Your career goals?  Mentor Managing people on your team?  Coach Building relationships in the  Mentor profession/industry or your organization? Successfully transitioning to a new job?  Coach Finding a new job – or a new career?  Mentor Working with a difficult colleague?  Coach Work – life balance?  Coach or Mentor Priorities?  Mentor or Coach
    • 4. Blurred & Blended Individual Mentoring Coaching Growth• Career focus • Competency focus• Role model in specific • Competent in developing context people• Shared accountability • Learner is accountable• Advisor -> Learner • Mirror -> Learner
    • 5. Mentors…“Relationships cause people to want to be withyou, but respect causes them to want to beempowered by you.” Thanks to Dr. Ken Haycock, Marshall School of Business, University of Southern California
    • 6. Coaches…“The reality is that difficulties seldom defeatpeople; lack of faith in themselves usually doesit.”
    • 7. Identifying your mentor Professional, industry or organizational respect More experience than you in that sphere Broad perspective on career possibilities & opportunities You respect them They see a return on their investment in you; it’s meaningful for them
    • 8. Identifying your coach Coaching credentials  Fit with the skills you require Coaching experience Try a trial – for both of you Test the likability & respect factors
    • 9. Geared for success Clear Goals Agreement & Action Plan for Working Together Closure & Next Steps

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