Did you know CEO’s often have mentors?

That those that mentor are more likely to be promoted?

The protégé will be more productive.

Employee churn is lower among mentors and protégés.

And even entrepreneurs benefit from having a mentor.

Diversity pays both in innovation and better financial performance.  To encourage women to pursue and stay in STEM jobs, there needs to be women in leadership, and it needs be clear women are wanted at the top.  Research shows without this they will resign to join synergistic organizations where their leadership qualities will be recognized. To fill the demand for the growing number of jobs in STEM organizations need to find a way to at track and keep women in STEM.

Often women pursuing a career in STEM find themselves the only woman in the room, which can leave them feeling isolated.  The most productive and successful employees are those that are engaged, feel a part of the team and have the opportunity to contribute.   An organization that offers both mentoring and leadership coaching will be an organization that empowers women of STEM to thrive.

Coaching and Mentoring: Similar but Not the Same

While the terms coaching and mentoring are similar in their support of someone’s development, they involve very different disciplines. 

A mentor can help an employee become more knowledgeable, effective in their current job and navigate the learning curve much faster. The mentor becomes a source of information, teaching, and support, but not someone who observes and advises on specific actions or behavioral changes in daily work.

Leadership coaching typically involves a relationship of finite duration, with a focus on strengthening or eliminating specific behaviors that lead to the individual developing leadership skills. Coaches help professionals correct behaviors that detract from their performance and strengthen those that support stronger performance around a given set of activities.