Nonprofit finance and accounting teams are experiencing challenges in attracting and retaining talent, and for many, maintaining the same level of effectiveness in their staff development has been increasingly difficult.
As organizations work to adapt their methods for today’s hybrid workplace, many struggle to mimic the same growth opportunities that once existed in person, with staff development slowing as a result.
For some organizations, hiring and developing an individual with less experience, who is eager to learn and grow into the role needed, is often easier than trying to find the perfect fit at the right level in today’s sparse market.
Whether you are looking to develop your team within their current roles, further elevate team members, or seek to hire and develop talent, taking an active coaching approach will help to ensure your organizational needs are fulfilled.
Coaching, as defined by the Merriam-Webster dictionary, is the act of instructing, directing, or prompting as a coach. Mentorship, as also defined by the Merriam-Webster dictionary, is when guidance or advice is provided by the mentor, influencing the personal and professional growth of the mentee.
The critical difference between a mentor and a coach is who drives the relationship. In a mentor/mentee relationship, it is up to the mentee to drive the relationship, focusing on the mentor supporting the mentee with their goals. In a coaching relationship, the coach plays an active role in driving the relationship. They monitor and measure performance, and through instruction or demonstration, the coach proactively seeks to help their team member reach their full potential.
