Page 210 - Retaining Top Employees

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198 Retaining Top Employees

by those who are
COACH
SHORT/MEDIUM TERM ❏ active coaches or
mentors!
TELLS WHAT TO DO ❏
These are gen-
WORKS WITH SKILLS ❏
eralizations, nothing
INSTRUCTS ❏
engraved in stone;
SHOWS HOW TO ❏ as mentioned earli-
ANSWERS QUESTIONS ❏ er, the phrases and
CORRECTS ❏ their position along
the continuum will
GIVES CONFIDENCE ❏
vary from organiza-
TEACHES ❏
tion to organization.
ASKS QUESTIONS ❏
They’re included
INSPIRES ❏
here to help guide
ADVISES ❏ you as you define
WORKS WITH THE PERSON ❏ the role(s) of men-
LISTENS ❏ tor and/or coach in
MEDIUM/LONG TERM ❏ your specific con-
MENTOR text.
Figure 11-3. Spreading information over
more than one slide

How Does a Mentor Differ from a Supervisor?
We’ve already looked at how mentoring and coaching have a
different emphasis, with mentors primarily more involved with
the person and the coach more concerned with the job.
Continuing this comparison, an individual’s supervisor can be
said to be more directly concerned about results.
• The mentor helps an individual become more capable.
• The coach helps an individual become more competent.
• The supervisor ensures that an individual contributes.
There is also an element of time-frame differentiation:
• The supervisor tells. The supervisor is primarily con-
cerned about the short term: “Why haven’t you pro-
duced this output now?”