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

1. Coaching & Mentoring
Choice?
Mandatory
Joe Murphy, Library Futures
Susan Senese, University of Toronto Mississauga
Rebecca 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 with
you, but respect causes them to want to be
empowered by you.”
Thanks to Dr. Ken Haycock, Marshall School of
Business, University of Southern California

6. Coaches…
“The reality is that difficulties seldom defeat
people; lack of faith in themselves usually does
it.”

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