In my effort to inspire new mentors I believe it's valuable to show the varying paths and positive effects mentors and coaches have had in this world. I have been blessed to have worked with several mentors and coaches. As part of a new feature on the OnMentoring blog I'd like to showcase mentors and coaches that have impacted me directly or impressed me with their work or their approach. I hope to interview several mentors and coaches over the coming months and share with you some of their history and insights on mentoring.
In the first post of this new series I'd like to introduce you to Jerry Pico who is a past business coach I’ve been fortunate to work with. He possesses all qualities one must have to be an impactful and effective coach. His open, even-keeled, caring approach has helped many people achieve their goals. I met Jerry several years ago at an outplacement agency during a career transition of mine. Among the help Jerry provided me was guidance on making my next career choice.
Jerry has been working with individuals and teams to define and achieve success in their own terms for over 15 years – including for more than 10 years in his coaching and organizational consulting practice, People & Knowledge Works Consulting.
From his website: "His organizational consulting practice was focused in the disciplines of Talent Acquisition, Development and Retention through the practices of Coaching, Facilitation, Learning and Leadership Development, and Organization Development. In August 2011 Jerry decided to pursue an exciting new international career opportunity that would leverage his talent acquisition and consulting skills, and joined the EMEA recruiting team of W. L. Gore & Associates GmbH in Munich, Germany."
When I approached Jerry about being the first interviewee in this OnMentoring series he was very enthusiastic about participating. I’m extremely grateful for his agreeing to speak with me!
And now I'm honored to present an OnMentoring conversation with…Jerry Pico!
1. OnMentoring: Hi Jerry. Thanks so much for agreeing to speak with me today. I wanted to start ‘at the beginning’ of your coaching/mentoring experience. When and how did you get into mentoring/coaching?
Those are 2 different questions as those are two different activities. I got into coaching 12 years ago via the Human Resources Master’s program at the University of San Francisco. Part of the curriculum was centered on coaching. I trained in 2 schools of coaching and in that time developed co-coaching relationship with members of the course.
As for mentoring, I got into it by being mentored myself. This was very valuable to me. Naturally I fell into mentoring others formally and informally. All my work is about helping people and mentoring is an extension of that. This initial mentoring occurred somewhat simultaneous to the Master’s program.
2. OM: What was the biggest impact any of your mentors ever had on you?
I’ve had 4 formal mentors and countless informal ones. The biggest impact of any of them had on me, formal or informal, was the choice of my current career. 3 of the 4 mentors guided me into this career and nurtured me into becoming Organizational Development consultant. If it weren’t for these mentors I wouldn’t be doing what I’m doing today nor doing it nearly as well!
Here’s how it played out: My first mentor got me into the Human Resources Master’s program and into Organizational Development. My second mentor was actually the husband of my first mentor. Over a dinner conversation I learned that he did the exact kind of work I wanted to do. He was an organizational development consultant with a particular specialty around diversity and cross-cultural facilitation. My third mentor was a subject matter expert in organization leadership and leadership development which was another one of my interested specialties. I later went on to teach university courses in this field.
And actually my fourth formal mentor is really my first real mentoring experience. He was from my past life when I was a very successful sales manager in insurance. He taught me business and life skills that I carry with me to this day!
Since diversity is so important to me and one of the areas in which I wanted to be mentored and to learn about I consciously chose two mentors who were persons of color (one also being a woman) so that I could gain perspectives very different from mine. My choices were good ones and many of the lessons I learned were somewhat painful but infinitely valuable. I gained insights I could not have obtained from people who were like me, i.e., other white males. So in some cases it is good to have mentors who are like you but it is also good to consider others who may be different. [editor’s note: one can also have more than one mentor at any given time]
Let me just interject something here about mentoring that I find missing in your blog postings: it’s all about give and take. I think as a mentee it’s important to give back to your mentor. That was my experience as I did pro bono work for my mentors. One of the differences between mentoring and coaching is that coaching is more service for fee and mentoring is much more of an exchange.
3. OM: Thanks for sharing your history and that interjection. I think giving back to your mentor is a wonderful suggestion! I’m curious if there’s one question you make sure to ask all your mentees/clients?
I think the core essence of my work both as a mentor and a coach is helping the people I work with achieve clarity. People who come to work with me do so for some reason. I want to understand why they want to work with me specifically and why with me at this time. I always work through a set of clarifying questions to get down the real reason for why they want the relationship. Ultimately for the relationship to be fruitful I need to understand what they want out of the relationship. In the case of mentoring I also ask “what are they willing to give or offer in return?” This is important because by the mentee having some skin in the game everyone benefits more from the relationship.
4. OM: How has social media affected your coaching style or approach?
It hasn’t really yet. The only example that comes close is Skype which provides a richer medium than phone for remote coaching/mentoring sessions.
5. OM: What advice would you give someone interested in becoming a mentor or a coach?
There are 2 ways to being coached (fee for service, manager as coach) and there is mentoring. I think that either way with mentoring or coaching it’s all about giving. That is the core essence. These activities reflect the basic human need to help other humans. You have to go into it really wanting to help others. Make sure you are clear about why you are going into mentoring – it needs to be about service.
6. OM: Anything else you wished I asked you about?
2 things: I concur with something you stated in your blog about when looking for a mentor. I want to emphasize that mentees should make sure to find someone they want to emulate. The second thing is simply that I would highly encourage as many people to become mentors and equally encourage people to ask for mentors. Not enough people become mentors; and many people are often reluctant to ask someone to become their mentor and really miss out on a potentially life-changing opportunity. Partly because of our busy lives and partly because they aren’t sure about what mentoring involves I find people hesitate to participate. Hopefully we can all work to change that!
OM: Thanks so much Jerry for spending some time with me! I really enjoyed our conversation.
Me too. Take care!
