Learning On-the-Job: Coaching and Mentoring

Why Coaching and Mentoring?

In most industries, and certainly ours, nurturing the growth of our talent is vital. As individuals consider their personal and professional ambitions, and the development pathway to help them realise these, the 70-20-10 model for learning (70% challenging experiences and assignments, 20% learn from others, 10% formal training or coursework) often surfaces. The 20% in this model underscores the importance of developmental relationships for a person's growth and success. This vital support can come from peers, managers, internal mentors or, increasingly in FMCG, from external coaches who add a valuable dimension to an all-encompassing development strategy.

What is the difference between a coach and a mentor?

Understanding the distinction between a coach and a mentor is crucial to align the right support with your goals. Whilst both support on-the-job learning, the way of working is a key difference.

A coach partners with you to develop a specific skill or achieve a particular objective. This relationship is built on trust, centred around clear goals, follows a structured approach, and is typically time-bound. While lived experience is not a necessity for the coach, it can greatly enrich the guidance provided.

A mentor shares their wealth of relevant lived experience to offer advice, counsel, and support. This relationship may be more open-ended, less formal, and not necessarily tied to a specific learning outcome.

It is estimated that up to 20% of our learning occurs as a result of our development relationships with others.

The Benefits are Clear…

Develop Industry-Leading Skills

Increasingly, individuals and organisations are recognising value in engaging with coaches to develop technical skills and interpersonal competencies.

Such coaching is highly personalised, taking into account the unique needs of the coachee as well as the distinctive culture of the organisation.

As the technical skills needed for success evolve over time, and organisational structures become leaner, even highly experienced individuals often find themselves needing to develop new skills or update existing ones. Some may even find themselves responsible for upskilling their entire organisation in the latest thinking in evolving disciplines such as strategic category management, joint business planning or revenue growth management.

Equally important, coaching can enhance critical interpersonal competencies that can be difficult to teach in a formal sense, such as customer engagement, collaborative leadership, and crafting impactful communication strategies.

Embed Strategy and Training

For those at the helm of deploying change, coaching is instrumental. It maintains focus, secures quick wins, facilitates knowledge transfer and promotes the application of new strategies with operational team members.

Support Succession Planning and Pivotal Appointments

Tailored coaching and mentoring can help high-potential individuals more easily navigate accelerated or pivotal career steps. This approach is particularly effective in key transitions, such as advancing from a Senior Manager to a Director role, cross-functional moves at a mid to senior levels, or for professionals adapting to new cultural and corporate landscapes, like a global leader relocating to Australia who requires insights into the unique customer and consumer dynamics.

In each scenario, the personalised guidance significantly flattens the learning curve, enabling the recipient to feel more empowered and prepared to achieve their objectives.

A Safe Place for Personal Feedback

The candid rapport between coach and coachee paves the way for immediate and direct feedback, fostering an environment that is conducive to practice new skills and processes freely.

Real-Time Test and Reflect

Coaching allows the practical application of new skills, with the chance to discuss real-world experiences and refine approaches to upcoming events or presentations during one-on-one sessions.

In Conclusion

Coaching and mentoring offer a robust pathway to rapidly develop skills and competencies within a supportive and expert framework.

To explore how this can complement your, or your team's growth, please reach out to one of our team at Real World Marketing.

Why Real World Marketing?

Our experienced consultants and trainers are former FMCG leaders who have guided some of the brightest minds in our field. With deep-rooted expertise in the consumer goods industry, we are well placed to support you and your teams as trusted coaches and mentors, with help tailored to your unique requirements.