mp logo 600


David Krueger MD

In various studies, between 70-80% of learning is informal. The Mentor Coaching process empowers learning in ways that traditional training and information cannot. Knowledge transfer in a dynamic relationship becomes a significant part of individual and organizational commitment and growth. The process incorporates an active component and model of succession planning and culture transfer. The engagement of Mentees, intellectually and emotionally, improves engagement and retention as well as commitment.

In a relationship where the Mentor Coach fosters a collaborative, co-creative relationship, the Mentee:

  • Is an active partner rather than a passive receiver of advice

  • Does not receive knowledge transfer from a Mentor as authority, but collaboratively brainstorms toward his or her goals

  • Determines the agenda, co-creates the process, implements solutions, and evaluates performance

Traditional mentoring focuses on pairing a more senior person with a more junior person to transfer information. Expanding the concept of mentoring from sharing knowledge, expertise, skills, and experiences to create a collaborative learning accomplishes much more than to simply pass on information. Mentor Coaching serves as a platform to co-create developmental opportunities and a collaborative alliance to foster leadership and growth aligned with organizational goals.

A study by Right Management (2012) showed that the opportunity for learning and development is a primary driver of engagement, and is more important than leadership and compensation. The collaborative nature of Mentor Coaching has been shown to result in career development, leadership, and increased retention rate.

A study at Sun Microsystems of over 1,000 Sun employees over a five year period found that Mentors were promoted six times more often than those not in the program; Mentees were promoted five times more often than those not in the program. Retention rates were higher for Mentees (72%) and Mentors (69%) than for employees who did not participate in the mentoring program (49%).

Diversity initiatives are advanced in the Mentor Coaching process by creating an environment of trust, belonging, understanding, and supportive encouragement in a diverse work climate. A robust community develops within the organization.

Mentor Coaching and the Neuroscience of Success

The neuroscience of success illuminates how performance revolves around three elements of intrinsic motivation:

  • Autonomy: The desire to direct our own lives

  • Are you fostering autonomy for your Mentees?

  • Are you facilitating self-functioning for your Mentees?

  • Mastery: The desire to get better at something that matters

  • Are you a catalyst for increasing mastery for each individual?

  • Do you know how to enhance mastery within the system at an organizational level?

  • Purpose: The yearning to do what we do for something larger than ourselves

  • Do you foster optimal performance by helping people find intrinsic meaning in their work?

  • Do you ask of yourself, “Was I better today than yesterday?”

  • Do you motivate individuals to ask that of themselves?

  • Do you know the fundamental principals and skills of the dynamics of co-creating and sustaining success with your Mentees?

The emphasis of Mentor Coach Core Mastery Training mentors leaders to increase competence and confidence incorporating emotional, social, and conversational intelligence. These proven coaching methods and tools will effectively catalyze change in individuals and systems. Important benefits of the training include knowing human dynamics of oneself and others, how people learn, how to execute strategy more effectively, and how to improve communication and leadership.