People being coached or mentored
Coaches can support executives in recognising what parts of their emotional self they have lost and in reconnecting with them.
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Read More How to overcome executive stress – the secret lies in reconnection
Psychometrics and other forms of diagnostic, such as 360-degree feedback, can be very helpful in getting to know a coachee and ‘what makes them tick’. But they take time, often require lengthy analysis and can become somewhat mechanical processes that miss the richness and complexity of ‘who is this person and how do they connect...
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Read More Getting to know a coachee: Clutterbuck’s 13 questions
Friction within teams or between individuals often results from a mismatch of expectations. An expectation change is a simple way to create clarity, from which positive change can emerge. Each person writes down then shares, in respect of each colleague: It requires a certain level of psychological safety to work well. In an environment where...
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When someone feels they belong in an environment, what they sense around them makes them feel at home. This can involve a wide variety of stimuli. Among these are: The visual environment: for example, how spacious or confined it is, the general decor, pictures and objects, how people dress, etc The auditory environment: for example,...
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Read More Belonginess surveys – how to get under the surface of people’s lived experience at work
An implicit assumption within coaching and mentoring is that the coachee or mentee is motivated to change. That isn’t always the case and even when it is, there is a big difference between externally motivated change (doing something because you have to) and internally motivated change (doing something because you want to). Internally or intrinsically...
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Read More Helping the coachee or mentee overcome complacency
There comes a point at least once in a coaching conversation, where the coach feels instinctively that the issue is clear enough to pose a powerful question – one that will really make the coachee think and open up new perspectives. Many times, that is exactly what happens, but occasionally the coachee simply responds with...
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Mentoring relationships that deliver most value for both mentor and mentee are characterised by a number of behaviours:...
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Read More How to make the most of the mentoring relationship
Like any other relationship, mentoring can get a bit cosy. The review is your opportunity to influence how the mentoring programme is managed and the support you receive in making mentoring deliver results for you. It addresses questions such as: Do any of the following comments strike a chord? I’m getting all I need from...
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Read More How could you get more out of your mentoring relationship?
Everyone has times, when their job just doesn’t seem to give them the same satisfaction. These feelings don’t always last – simple shifts in role or responsibility can make a radical difference, for example – but when ennui sets in, the potential for disengagement and quitting rise. Coaches and mentors can help with thinking through (more…)
Read More When the coachee or mentee is unhappy with their current job
A common misconception in organisations is that it’s easy to sell a good idea. The reality, as detailed in the book Originals, by Adam Grant, is quite the opposite. Among the misconceptions his and other research identify are that: So when a coachee or mentee complains that their ideas are not being listened to, here...
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Read More Helping the coachee or mentee pitch an original idea
