Because of this and by the recommendation of our mentors at the NCAA Women’s Coaches Academy, I have taken it upon myself to gather our female coaches from all sports from lacrosse to crew, to find a monthly date to meet up, share a professional piece of advice, and talk about the challenges and how we can support each other at our university.
It is my hope to get the Women’s Coaches Morning Crew off the ground and running so that as female coaches, we can support each other and help each other grow as coaches in our respective sports.
Find a time, date, and space that is conducive to fit the number of coaches and a space that is confidential.
Once you have your colleagues in agreement to attend and contribute, make a decision of how the group would like the meetings to run. Once you get your group together and get in a groove it is always helpful to look back and reassess.
What can be changed to make the group run more smoothly or to create more consistent attendance? Working in the Sport for Development sector in a developing country in Africa, our coaches face many challenges that coaches in the developed world will not necessarily face on a daily basis. The other day we were camping with a group of children and whilst we were sitting around the campfire having a debate about culture, the most interesting questions came from the group of 13 year old soccer players.
The challenges and issues within a unique social context can be overwhelming, and even disheartening at times, having to deal with circumstances of abuse, poverty, racism, substance abuse, crime and poor education.
My compassion and encouragement goes out to every community coach and volunteer out there – you will experience times that you think it is all in vain; you will feel lonely, vulnerable, helpless and even hopeless at times.
The only way that community coaches can continue with this meaningful, worthwhile and much needed work, is through a network of supporters – a team of coaches that can share experiences and best practice to let them know that they are not alone on this journey.
My palms get sweaty at track meets, not because I am nervous about my job (okay, maybe just a little), but because I am excited for the race on the track. My palms also got sweaty when I worked in an office, typing away in Excel or PowerPoint, but I was nervous about my job or what my boss might say.
With these thoughts in mind, I decided to make a diagram for this week’s blog, outlining why COACHING ROCKS!
Martha “Pat” Moore was the first volleyball coach at FSU with the program beginning in 1968 (I was still in high school in St. Step 2: Organize your professional and personal networks in a system that allows you to note your current resources. Step 7: Formalize the relationship and schedule meeting dates and times convenient for you both. When it comes to the development of your team playing the role of mentor and coach can be beneficial to their development.
Mentoring is much more hands on and interpersonal.  As a leader or supervisor you are working hands on with a team member to facilitate the learning process. On the other hand, coaching generally does not focus on hard skill such as accounting, project management, or programming to name a few.  Coaching is a process that helps one to explore what may be holding them back from their true potential and often is focused more on behaviors than skills.
Coaching has become a perk and benefit for many high potential employees; some view it as a punishment because of poor performance.

Leadership Tip:  When introducing the concept of coaching to an employee, make it clear that you are investing in them so that they can perform at their full potential. Though both mentoring and coaching are beneficial and can be used to teach and develop employees, it is important to know when to use which method.  These are two very different concepts, however many people will use them interchangeably.
More Stories in this CategoryHow to Make your Workplace Millennial-Friendly: What We can Learn from Vin DieselDaniel H. About VistageVistage International is the world’s leading peer advisory membership organization, serving more than 18,000 CEOs and senior executives in 15 countries. Therefore, best practices in mentoring involve the development of an equally beneficial correlation that improves the proficient intelligence of the mentor and the protege or the mentee. A good mentor-mentee relationship is not just gauged by the personality of each that they bring into the relationship, more significantly, the occurrence of proper interaction and behavior is needed all throughout the process.
Within this representation, a mentor serves as a leader, a teacher that encourages thinking abilities, an advocate of realistic principles, an overseer, and an analyst.
Back to Mentoring Tips and Topics HomeCoaching and mentoring are two different functions and there is some confusion about their differences and definitions.
Disclaimer: The information on this website is for general informational purposes only and SHOULD NOT be relied upon as a substitute for sound professional medical advice, evaluation or care from your physician or other qualified health care provider. After a busy summer for all of us it has been great to catch up with those who I work with and start the support system at our university.
This idea does not have to stay within a college or school, this to0 can branch out to other schools, and yes, even your rivals! Coaching is easier when you have that support system and sometimes that support system just needs to be discovered. On any given day our coaches may act as councillors for troubled children, teachers for children who need to support with schoolwork, mentors for children who lack role models and need guidance. Coaches work really hard to impact change and a better society through sport, but given the milieu and harsh realities that the children are faced with in their communities this is not an easy feat and coaches can become discouraged when bombarded with a host of convoluted social issues every day. My fingers grip my stopwatch as I wait for the gun to go off, and my heart pounds as I watch my athletes race around the track. Will they flat out say no?  If they do decline, will I have ruined our relationship moving forward?
Vistage members participate in Chair-led advisory board peer groups, receive one-to-one coaching, learn from expert speakers, and interact among a global network of CEOs.
Mentoring pertains to the development of rapport involving a more knowledgeable mentor and a less knowledgeable protege or mentee. Best practice is an organizational idea which states that there is a standard activity, process, method, technique, reward or incentive that is more effectual in accomplishing a specific result. A good mentor usually projects expertness, candidness, affability, and communication skills. What the mentor accomplishes with the mentee, and how eager the mentee responds and receives it, is what matters most in such a relationship.

A mentor that protects and challenges a mentee, which the latter understands as part of the relationship.
A mentor who befriend a mentee, but is still focus enough to achieve the goals of the relationship. A mentee on the other hand is a student who is willing to be taught and is ready to embark on a journey towards an absolute learning experience.
The straight forward difference between these two concepts is this: coaching is about your job, whereas mentoring is about your career.
Now to most people in the Western World this question might seem outrageous and the answer blatantly obvious.
Even though you might not see that change immediately, it is a process and will most certainly show results in the long run. We need to reach out to fellow coaches in all contexts, learn from one another, offer advice or a kind word. It often takes place with an individual who is learning something that they have no previous knowledge about and it is something that they will need to master or at least be proficient in.
The key is to understand when to use each one and be clear to those you are working with what the goal is when working with them.
A protege or a mentee is a person who is guided, supported and protected from an experienced mentor. Enthusiastic proteges or mentees have a tendency to express desire for knowledge, utmost discipline and self-respect.
But given the complexity and richness of African culture, the deep-set traditional beliefs, and the diversity of people in our communities, this question is completely legitimate and provides insight into the complex environment that our coaches are working in. Because of the way the coaching opportunity was presented to them, it took close to six weeks of working with them to get them to understand that this was not punishment but an opportunity.
Best practices is also described as one of the most effective and efficient way in carrying out a task, based on tried and tested procedures. For example, coaching occurs within the context of mentoring when the mentor helps the mentee learn or improve an important skill or behavior. In general, mentoring's purpose is to support individual development by providing both career and psychosocial support. In contrast, coaches have a much narrower influence on their clients that is primarily focused on their career and is task oriented.
Role models are distant figures that may have broader influences than coaches but who do not get personally involved with the individual (Clawson, 1980).

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