April 3, 2025 • 15 mins
Mentoring and Coaching: Developing the Next Generation of Leaders
Description:
Discover how to empower the next generation of leaders through effective mentoring and coaching in this episode of the TLD podcast! Join leadership expert Colby Morris as he reveals actionable strategies for leadership development. Learn why your true legacy as a leader lies in the leaders you nurture, not just your own successes.
What You’ll Learn:
- How to spot future leaders with high potential for growth
- A practical, step-by-step guide to impactful mentoring conversations
- The importance of real-time, honest feedback in shaping leadership skills
- Top training resources, including must-read books and courses for leaders
- Ways to set clear leadership expectations and provide ongoing support
Perfect for executives, managers, or anyone eager to enhance their leadership approach, this episode delivers practical mentoring tips and coaching strategies to build a team of confident, capable leaders. Packed with inspiring stories and expert advice, it’s your go-to resource for leadership training and development.
Connect with Colby
- LinkedIn: Colby Morris
- https://www.linkedin.com/in/colbymorris/
- Website: nxtstepadvisors.com (N-X-T, no E)
Want Colby to speak or coach? Hit him up on LinkedIn or the website.
Subscribe now to transform your leadership journey and start developing the next generation of leaders today!
Tags: #Leadership #Mentoring #Coaching #LeadershipDevelopment #NextGenerationLeaders
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
Welcome to Things Leaders Do, the podcast that
uncovers the secrets of becomingan extraordinary leader.
If you're a leader who'sconstantly seeking growth,
inspiration and tangible ways tolevel up your leadership, then
you've come to the right place.
Remember, the world needsexceptional leaders, and that
leader is you.
Now here's your host, colbyMorris is you Now?
Speaker 2 (00:29):
here's your host, colby Morris.
What if your greatest legacy asa leader isn't your
achievements but the leaders youleave behind?
Hello leaders, and welcome backto the TLD Podcast.
I am an experienced leaderwho's led it every level level,
from frontline manager toexecutive, and I've been right
there with you.
(00:49):
My goal is simple give youactionable tools and insights
that you can start using today,helping you become a better
leader faster.
Today we're diving intosomething critical to sustain
leadership mentoring andcoaching, specifically how we
(01:11):
intentionally develop the nextgeneration of leaders.
Let's kick things off with aquote from one of my favorites,
john Maxwell, and this one hasjust really stuck with me.
He said a leader's lastingvalue is measured by succession.
Think about that.
A real impact isn't just whatwe've accomplished, it's who we
(01:35):
prepare to lead after us.
I once had a phenomenal salesrep on my team.
He was my Michael Jordan.
I once had a phenomenal salesrep on my team.
He was my Michael Jordan.
He crushed every target.
He knew the product inside andout and was the guy literally
everyone turned to.
So naturally I thought whobetter to lead the team than my
(01:58):
top performer?
I promoted him, patted myselfon the back and just waited for
the magic to happen.
Spoiler alert it didn't.
In fact, it backfired ratherspectacularly.
Why Quite?
Simply because he didn't wantto lead.
I had not prepared him for that.
(02:20):
I assumed his sales successwould just automatically
translate to leadership.
Companies do this all the time.
We take our best individualcontributors and we say
congratulations, you're a coachnow.
But here's the hard truth Greatperformers aren't automatically
(02:41):
great leaders.
Leadership is a completelydifferent skill set that
requires intention and training.
Looking back, I realized thatI'd set him up to fail by not
giving him the tools to succeed.
That's when I knew I had to getintentional about developing
(03:05):
leaders.
So how do we avoid the mistakeI made with my sales rep?
I want to dive into fivepractical steps for intentional
mentoring and coaching.
Here's how you can mentor andcoach your people into those
(03:25):
leadership roles.
Step one you have to identifyfuture leaders intentionally.
Look, not everyone is cut outfor leadership, and that's okay.
Okay, look for individuals whoshow high emotional intelligence
.
High emotional intelligence,natural influence with their
(03:46):
peers.
They have this curiosity and ahunger to grow.
As Simon Sinek puts it,leadership isn't about being in
charge, it's about taking careof those in your charge.
No-transcript.
(04:08):
Step two use structuredmentoring conversations.
Every mentoring session shouldhave a clear framework.
Okay, here's just one of theones I use.
And, again, it depends on thelevel of leadership.
Okay, but really simple.
The first, just a check-in and aconnection.
(04:29):
Okay, you're asking about theweek.
You're trying to build rapport,why, well, it builds trust.
It's the foundation ofmentoring, right?
And then you're going to reviewtheir progress.
Hey, what wins or challengeshave you had since we last
talked?
Why?
It fosters self-awareness Again, a cornerstone of leadership.
(04:51):
And then development focus.
Okay, ask targeted questionslike what leadership skills feel
like they're the strongest toyou, which ones feel kind of
shaky?
Or tell me about a moment thisweek where you feel you could
(05:11):
have led better.
What would you change?
Man?
This really sharpens theirthinking and focuses on their
growth.
I want you to set specific,actionable goals for the next
time you meet.
Okay, that clarity is what'sgoing to drive progress.
(05:37):
And then step three I want youto provide real-time, honest
feedback.
Feedback is critical.
Okay, craig Rochelle says.
If you're not receiving honestfeedback, craig Rochelle says,
if you're not receiving honestfeedback, you're probably not
growing.
And that's true.
It needs to be immediate, itneeds to be constructive and it
(06:03):
should be focused on actions.
Here's a real-world example frommy experience.
A once coach and leader we'llcall him Tom very talented but
really struggled with delegation.
He was a perfectionist, alwaysstepping in to fixing some stuff
himself instead of justtrusting his team to do it.
It was literally stifling theirgrowth and his own bandwidth.
(06:28):
In a one-on-one I gave him thisfeedback Tom, your team is
capable, but they feelmicromanaged.
Your instinct is to controlevery detail and that's holding
them back from owning their ownwork.
Does that sound familiar thisweek?
Pick one project, hand it offcompletely and resist checking
(06:52):
in unless they asked for help.
It was specific and actionable.
He took it to heart and he lethis team run a client
presentation without hisinterference and was amazed when
they nailed it.
Within a month that team'smorale and productivity spiked.
Okay, tom started seeing himselfas a leader who empowered his
(07:15):
team.
He empowers them to do thingsthey don't just execute.
That feedback was a turningpoint.
It shifted his mindset andunlocked his potential to lead
at a higher level.
All right, step four I want youto invest in their training.
(07:38):
Okay, leadership isn't intuitivefor everyone.
It is a skill that requiresinvestment.
Okay, my Michael Jordan, salesrep.
He flopped because I didn'ttrain him not learn my lesson?
Okay.
Formal training through books?
He flopped because I didn'ttrain him not learn my lesson
Okay.
Formal training through books,courses, hands-on practice
(07:58):
that's what bridges the gapbetween potential and
performance.
Here's some resources.
I swear by Books.
One of the great ones the FiveDysfunctions of a Team by
Patrick Lincione, game changerfor understanding team dynamics
and building trust.
It is essential to coreleadership skills.
(08:20):
Leaders Eat Last by Simon Sinek, that one dives into just
creating a culture where peoplefeel safe and valued.
You know every leader needs tomaster.
You can go on LinkedIn, takesome courses, leadership
foundations.
You can go on Coursera, takestrategic leadership and
(08:41):
management.
It's a little more advancedideal for leaders ready to kind
of think big picture, tacklethose complex challenges and
then real-world practice Assignthem a small project to lead,
like running a team or running ateam meeting, spearheading,
low-stake initiatives.
Make it a safe space to kind offlex their skills and learn
(09:10):
from their mistakes.
I saw this work with Lisa.
She was a rising leader that Ihad mentored.
She was sharp but hesitant.
She was unsure if she couldhandle a bigger role.
I recommended the fivedysfunctions of a team and had
her lead a process okay, as aprocess improvement project, and
she came back and was justblown away.
(09:31):
She was like that book flippeda switch.
I realized leadership isn'tabout being the loudest, it's
about building trust.
She applied those lessons, shegrew her confidence and now
she's a director, thriving inher role.
Okay, training isn't optional.
It's how you turn potentialinto results.
(09:51):
Isn't optional.
It's how you turn potentialinto results.
And then step five clarifyexpectations and offer support.
Look, leadership isn't allglamour and if you've been
leading for a while, you knowthat.
Okay, it's a grind.
It has big responsibilities,tough challenges.
You need to be upfront aboutwhat they're signing up for.
(10:12):
Show them that you've got yourback, but make it real.
Here's some key areas I focus on.
First is decision making.
Leaders have to make calls thatwon't always make everyone
happy.
You just won't Like choosingbetween two strong project
(10:32):
proposals or cutting a budget.
I prepare them by saying you'llface tough choices with no
perfect answer.
We'll practice weighing prosand cons and owning the outcome.
Okay, number two conflictresolution.
Some of you just kind of rolledyour eyes.
(10:53):
Look, teams clash.
It's inevitable.
Think of a sales rep arguingwith a marketer over priorities.
I tell them you'll need tomediate disagreements and keep
people focused.
Okay, let's role play a toughconversation so you're ready and
(11:14):
then actually do that role,play that conversation.
And then last is strategicthinking.
Okay, leadership meansbalancing today's fires with
tomorrow's vision, like hittingquotas while planning next
year's growth.
I'd say you'll learn to connectdaily tasks to the big picture.
(11:38):
I'll help you map out 90-daystrategies to practice.
Mentoring prepares them byoffering a safe space to wrestle
with these challenges.
Okay, regular check-ins,scenario planning, honest
debriefs that's how they buildtheir confidence to handle the
(11:58):
real thing.
They need to know what's coming, but they also need to know
that you're in their corner.
Let me kind of bring this tolife.
I think of Sarah.
Okay, a mid-level manager andlet's say you've pegged her as a
future leader.
(12:18):
You sit down for a mentoringsession.
You're going to check in.
You ask her about her recentvacation, make a genuine
connection right and then review.
She shares how she handled ateam conflict last week.
And then development.
That's where you dig in.
What did you learn aboutyourself there?
(12:39):
How did your approach alignwith our values, confidence and
conflict resolution?
You ask what's holding you backfrom tackling it head on?
Okay, you agree, she'll tryfacilitating a team discussion
(13:03):
next week.
Okay, and then just debrief itwith you after that.
Now Sarah's got clarity, shehas a plan and your support to
grow through a real challenge.
All right, here's yourchallenge this week.
I want you to pick one personon your team and schedule that
first structured mentoringconversation.
Okay, use the framework we'vetalked about.
(13:25):
Check in, review, develop, actand commit to showing up for
them consistently.
Why does this matter?
Because leadership isn't aboutwhat you achieve alone.
It's about who you lift upalong the way.
John Maxwell said a leader'slasting value is measured by
(13:46):
succession, and he's right.
Your legacy is the leaders youleave behind, but it's more than
that.
It's about investing in peoplewho will carry the torch long
after you've stepped aside.
You're not just building skills, you're building a future.
Take that step today and watchhow it ripples To bring it all
(14:12):
together.
Let me leave you with a quotefrom Maya Angelou.
That said, I've learned thatpeople will forget what you said
, people will forget what youdid, but people will never
forget how you made them feel.
When you mentor intentionally,you're not just teaching tactics
(14:32):
.
You're showing someone they'reworth your time, that their
potential matters.
That's the kind of leadershipthat sticks, that changes lives,
that echoes for generations.
So go out there, leadintentionally.
Share, lead, intentionally,grow your leaders.
(14:54):
Okay, that's what we're here todo.
If there's any way I can help,please feel free to reach out.
You can connect with me onLinkedIn.
All that's in the show notes.
If you'd like for me to workwith you and your team I do team
coaching keynotes, you name it.
I'd love to connect with youthere.
Go to my website,nextstepadvisorscom.
There's no E in next, just NXTnextstepadvisorscom.
(15:17):
I'd love to work with you andyour team.
I hope you have a great day.
Go out there, lead well.
And you know why?
Speaker 1 (15:28):
Because those are the things that leaders do.
Thank you for listening toThings Leaders Do.
If you're looking for more tipson how to be a better leader,
be sure to subscribe to thepodcast and listen to next
week's episode.
Until next time, keep workingon being a better leader by
doing the things that leaders do.
Welcome to Things Leaders Do, the podcast that
uncovers the secrets of becomingan extraordinary leader.
If you're a leader who'sconstantly seeking growth,
inspiration and tangible ways tolevel up your leadership, then
you've come to the right place.
Remember, the world needsexceptional leaders, and that
leader is you.
Now here's your host, colbyMorris is you Now?
Speaker 2 (00:29):
here's your host, colby Morris.
What if your greatest legacy asa leader isn't your
achievements but the leaders youleave behind?
Hello leaders, and welcome backto the TLD Podcast.
I am an experienced leaderwho's led it every level level,
from frontline manager toexecutive, and I've been right
there with you.
(00:49):
My goal is simple give youactionable tools and insights
that you can start using today,helping you become a better
leader faster.
Today we're diving intosomething critical to sustain
leadership mentoring andcoaching, specifically how we
(01:11):
intentionally develop the nextgeneration of leaders.
Let's kick things off with aquote from one of my favorites,
john Maxwell, and this one hasjust really stuck with me.
He said a leader's lastingvalue is measured by succession.
Think about that.
A real impact isn't just whatwe've accomplished, it's who we
(01:35):
prepare to lead after us.
I once had a phenomenal salesrep on my team.
He was my Michael Jordan.
I once had a phenomenal salesrep on my team.
He was my Michael Jordan.
He crushed every target.
He knew the product inside andout and was the guy literally
everyone turned to.
So naturally I thought whobetter to lead the team than my
(01:58):
top performer?
I promoted him, patted myselfon the back and just waited for
the magic to happen.
Spoiler alert it didn't.
In fact, it backfired ratherspectacularly.
Why Quite?
Simply because he didn't wantto lead.
I had not prepared him for that.
(02:20):
I assumed his sales successwould just automatically
translate to leadership.
Companies do this all the time.
We take our best individualcontributors and we say
congratulations, you're a coachnow.
But here's the hard truth Greatperformers aren't automatically
(02:41):
great leaders.
Leadership is a completelydifferent skill set that
requires intention and training.
Looking back, I realized thatI'd set him up to fail by not
giving him the tools to succeed.
That's when I knew I had to getintentional about developing
(03:05):
leaders.
So how do we avoid the mistakeI made with my sales rep?
I want to dive into fivepractical steps for intentional
mentoring and coaching.
Here's how you can mentor andcoach your people into those
(03:25):
leadership roles.
Step one you have to identifyfuture leaders intentionally.
Look, not everyone is cut outfor leadership, and that's okay.
Okay, look for individuals whoshow high emotional intelligence
.
High emotional intelligence,natural influence with their
(03:46):
peers.
They have this curiosity and ahunger to grow.
As Simon Sinek puts it,leadership isn't about being in
charge, it's about taking careof those in your charge.
No-transcript.
(04:08):
Step two use structuredmentoring conversations.
Every mentoring session shouldhave a clear framework.
Okay, here's just one of theones I use.
And, again, it depends on thelevel of leadership.
Okay, but really simple.
The first, just a check-in and aconnection.
(04:29):
Okay, you're asking about theweek.
You're trying to build rapport,why, well, it builds trust.
It's the foundation ofmentoring, right?
And then you're going to reviewtheir progress.
Hey, what wins or challengeshave you had since we last
talked?
Why?
It fosters self-awareness Again, a cornerstone of leadership.
(04:51):
And then development focus.
Okay, ask targeted questionslike what leadership skills feel
like they're the strongest toyou, which ones feel kind of
shaky?
Or tell me about a moment thisweek where you feel you could
(05:11):
have led better.
What would you change?
Man?
This really sharpens theirthinking and focuses on their
growth.
I want you to set specific,actionable goals for the next
time you meet.
Okay, that clarity is what'sgoing to drive progress.
(05:37):
And then step three I want youto provide real-time, honest
feedback.
Feedback is critical.
Okay, craig Rochelle says.
If you're not receiving honestfeedback, craig Rochelle says,
if you're not receiving honestfeedback, you're probably not
growing.
And that's true.
It needs to be immediate, itneeds to be constructive and it
(06:03):
should be focused on actions.
Here's a real-world example frommy experience.
A once coach and leader we'llcall him Tom very talented but
really struggled with delegation.
He was a perfectionist, alwaysstepping in to fixing some stuff
himself instead of justtrusting his team to do it.
It was literally stifling theirgrowth and his own bandwidth.
(06:28):
In a one-on-one I gave him thisfeedback Tom, your team is
capable, but they feelmicromanaged.
Your instinct is to controlevery detail and that's holding
them back from owning their ownwork.
Does that sound familiar thisweek?
Pick one project, hand it offcompletely and resist checking
(06:52):
in unless they asked for help.
It was specific and actionable.
He took it to heart and he lethis team run a client
presentation without hisinterference and was amazed when
they nailed it.
Within a month that team'smorale and productivity spiked.
Okay, tom started seeing himselfas a leader who empowered his
(07:15):
team.
He empowers them to do thingsthey don't just execute.
That feedback was a turningpoint.
It shifted his mindset andunlocked his potential to lead
at a higher level.
All right, step four I want youto invest in their training.
(07:38):
Okay, leadership isn't intuitivefor everyone.
It is a skill that requiresinvestment.
Okay, my Michael Jordan, salesrep.
He flopped because I didn'ttrain him not learn my lesson?
Okay.
Formal training through books?
He flopped because I didn'ttrain him not learn my lesson
Okay.
Formal training through books,courses, hands-on practice
(07:58):
that's what bridges the gapbetween potential and
performance.
Here's some resources.
I swear by Books.
One of the great ones the FiveDysfunctions of a Team by
Patrick Lincione, game changerfor understanding team dynamics
and building trust.
It is essential to coreleadership skills.
(08:20):
Leaders Eat Last by Simon Sinek, that one dives into just
creating a culture where peoplefeel safe and valued.
You know every leader needs tomaster.
You can go on LinkedIn, takesome courses, leadership
foundations.
You can go on Coursera, takestrategic leadership and
(08:41):
management.
It's a little more advancedideal for leaders ready to kind
of think big picture, tacklethose complex challenges and
then real-world practice Assignthem a small project to lead,
like running a team or running ateam meeting, spearheading,
low-stake initiatives.
Make it a safe space to kind offlex their skills and learn
(09:10):
from their mistakes.
I saw this work with Lisa.
She was a rising leader that Ihad mentored.
She was sharp but hesitant.
She was unsure if she couldhandle a bigger role.
I recommended the fivedysfunctions of a team and had
her lead a process okay, as aprocess improvement project, and
she came back and was justblown away.
(09:31):
She was like that book flippeda switch.
I realized leadership isn'tabout being the loudest, it's
about building trust.
She applied those lessons, shegrew her confidence and now
she's a director, thriving inher role.
Okay, training isn't optional.
It's how you turn potentialinto results.
(09:51):
Isn't optional.
It's how you turn potentialinto results.
And then step five clarifyexpectations and offer support.
Look, leadership isn't allglamour and if you've been
leading for a while, you knowthat.
Okay, it's a grind.
It has big responsibilities,tough challenges.
You need to be upfront aboutwhat they're signing up for.
(10:12):
Show them that you've got yourback, but make it real.
Here's some key areas I focus on.
First is decision making.
Leaders have to make calls thatwon't always make everyone
happy.
You just won't Like choosingbetween two strong project
(10:32):
proposals or cutting a budget.
I prepare them by saying you'llface tough choices with no
perfect answer.
We'll practice weighing prosand cons and owning the outcome.
Okay, number two conflictresolution.
Some of you just kind of rolledyour eyes.
(10:53):
Look, teams clash.
It's inevitable.
Think of a sales rep arguingwith a marketer over priorities.
I tell them you'll need tomediate disagreements and keep
people focused.
Okay, let's role play a toughconversation so you're ready and
(11:14):
then actually do that role,play that conversation.
And then last is strategicthinking.
Okay, leadership meansbalancing today's fires with
tomorrow's vision, like hittingquotas while planning next
year's growth.
I'd say you'll learn to connectdaily tasks to the big picture.
(11:38):
I'll help you map out 90-daystrategies to practice.
Mentoring prepares them byoffering a safe space to wrestle
with these challenges.
Okay, regular check-ins,scenario planning, honest
debriefs that's how they buildtheir confidence to handle the
(11:58):
real thing.
They need to know what's coming, but they also need to know
that you're in their corner.
Let me kind of bring this tolife.
I think of Sarah.
Okay, a mid-level manager andlet's say you've pegged her as a
future leader.
(12:18):
You sit down for a mentoringsession.
You're going to check in.
You ask her about her recentvacation, make a genuine
connection right and then review.
She shares how she handled ateam conflict last week.
And then development.
That's where you dig in.
What did you learn aboutyourself there?
(12:39):
How did your approach alignwith our values, confidence and
conflict resolution?
You ask what's holding you backfrom tackling it head on?
Okay, you agree, she'll tryfacilitating a team discussion
(13:03):
next week.
Okay, and then just debrief itwith you after that.
Now Sarah's got clarity, shehas a plan and your support to
grow through a real challenge.
All right, here's yourchallenge this week.
I want you to pick one personon your team and schedule that
first structured mentoringconversation.
Okay, use the framework we'vetalked about.
(13:25):
Check in, review, develop, actand commit to showing up for
them consistently.
Why does this matter?
Because leadership isn't aboutwhat you achieve alone.
It's about who you lift upalong the way.
John Maxwell said a leader'slasting value is measured by
(13:46):
succession, and he's right.
Your legacy is the leaders youleave behind, but it's more than
that.
It's about investing in peoplewho will carry the torch long
after you've stepped aside.
You're not just building skills, you're building a future.
Take that step today and watchhow it ripples To bring it all
(14:12):
together.
Let me leave you with a quotefrom Maya Angelou.
That said, I've learned thatpeople will forget what you said
, people will forget what youdid, but people will never
forget how you made them feel.
When you mentor intentionally,you're not just teaching tactics
(14:32):
.
You're showing someone they'reworth your time, that their
potential matters.
That's the kind of leadershipthat sticks, that changes lives,
that echoes for generations.
So go out there, leadintentionally.
Share, lead, intentionally,grow your leaders.
(14:54):
Okay, that's what we're here todo.
If there's any way I can help,please feel free to reach out.
You can connect with me onLinkedIn.
All that's in the show notes.
If you'd like for me to workwith you and your team I do team
coaching keynotes, you name it.
I'd love to connect with youthere.
Go to my website,nextstepadvisorscom.
There's no E in next, just NXTnextstepadvisorscom.
(15:17):
I'd love to work with you andyour team.
I hope you have a great day.
Go out there, lead well.
And you know why?
Speaker 1 (15:28):
Because those are the things that leaders do.
Thank you for listening toThings Leaders Do.
If you're looking for more tipson how to be a better leader,
be sure to subscribe to thepodcast and listen to next
week's episode.
Until next time, keep workingon being a better leader by
doing the things that leaders do.
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