The aims of the first mentoring meeting are to: Getting to know each other Many relationships struggle to get off the ground because they are insufficiently open at the start. This is particularly true of when mentor and mentee come from different cultures. They may feel concerned not to offend, or be suspicious about each...
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Being a mentee isn’t about sitting back and letting the mentor do all the work. If you are going to make the most out of this powerful learning opportunity, you will have to invest considerable time and energy, both in the mentoring meetings and between them. If you can answer yes to all or most (more…)
Score yourself 1 to 5 (5 being high) on the following statements. If you will find it useful, ask people, whose opinion you trust, what they would say. I have reflected deeply on my professional experience I have reflected deeply on my experience of life I invest time in my professional development I believe that (more…)
It is good practice to spend at least 30 minutes and preferably more preparing for every mentoring meeting. It is important to think through what you want from the meeting and how you can achieve that ensures you will get the most from that meeting; this takes time. By also advising your mentor in advance...
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It is good practice to spend at least 30 minutes and preferably more preparing for every mentoring meeting. Thinking through how you can support your mentee and how you can achieve that ensures you will get the most from that meeting. When diaries are busy and time is precious, this preparation also gives you both...
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Where and when you hold a mentoring conversation can make a significant difference to the quality of the learning that takes place. Practical guidelines: © David Clutterbuck, 2015...
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Within any mentoring programme, a small proportion of matches will not work out as intended. The most common causes are: Mentors and mentees need to be prepared for this to happen and to regard the first two meetings as a form of probation – a trial to see how well they can work together. By...
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Research has shown that properly managing the ending of the formal phase of your mentoring relationship is vital to how both parties feel about it thereafter. Often relationships that were allowed to fizzle out without formal closure resulted in one or both parties having an overall negative recollection of the mentoring experience. By contrast, almost...
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Line managers sometimes naively expect direct reports to jump at the chance to be coached, but there are many reasons why this isn’t going to happen. Among the most common: They don’t realise that they need coaching. They may be unaware of performance or behavioural issues they would benefit from addressing They don’t want to (more…)
Using a tool such as 360 degree feedback in coaching and mentoring can help build self-awareness, reflective skills, confidence, strengths and developmental potential. There are at least four common, practical situations where 360-degree feedback can be very helpful in coaching and mentoring: 360 degree feedback enables the caochee / mentee to better understand stakeholders perceptions,...
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