How can you address biases in coaching and mentoring relationships?

When getting into a mentoring relationship, mentors should seek clarity on goals/objectives that mentees seek. Be clear on what they are looking for and if they already have some suggestions. Think about how you can help them with valuable insights and definitely test for compatibility (learn about their backgrounds, leverage GROW model, etc.). If you feel that you come from a different background and may find it difficult to align/help it is okay to redirect to another person who may help the mentee better. Be aware of your biases and always work in favour of your mentee/coachee’s expected outcome.

Invest time in learning about different cultures, backgrounds, and experiences. This will help you better understand and connect with a diverse range of clients. You can tailor your approach to everyone’s needs and backgrounds. Ask for feedback from your clients to continuously improve your approach.

From my leadership experience, here's how I've transformed my 'unconscious' biases to 'conscious' ones: Top tip: Stare-yourself-in-the-mirror type self reflection. Be honest with yourself! Think back to key decisions you've made regarding hiring, promotions etc.. And ask yourself WHY to decided the way you did. Was there an objective structure in place, or was the decision more of a gut or liekability feeling?

It’s imperative that you go into any mentorship with an open mind to learn and understand. Mentees/coachees often look for a spectrum of advisors. They don’t need the perfect solution. Coaching is about the right guidance towards possible outcomes. The mentee ultimately decides which path to pursue. Mentors should share their learnings/experiences and state suggestions based on those data points. Where they may not have adequate experience, mentors should be open minded about reverse mentorship too.

When getting into any kind of coaching or mentorship, create a safe space for mentees/coachees. Clarify how you feel, have open discussions, share your experiences and have ice breakers so they can start sharing openly without any biases or fear. Maintain utmost confidentiality and give them the same assurance. Also, to avoid any future conflict, ensure you don’t work with that person directly in the near future so they don’t feel pressured about your possible future biases based on the sharing.