People being coached or mentored
Mentor and mentee/Coach and Coachee training usually emphasises that the mentee/coachee should contact the mentor/coach to arrange the first formal meeting, if they have not set a date when introduced to each other. When the mentor/coach doesn’t hear anything from the mentee/coachee for a week or two, it poses a dilemma. Should they take the...
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Introduction What is a learning conversation? Your expectations “Speaking truth to power” When and how to be open and challenging in learning conversations across power and authority differentials Preparing for mentoring meetings How preparation builds confidence Taking, giving and using critical feedback Skills, attitudes and behaviours Reflecting on the mentoring meeting Extracting and implementing useful...
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Introduction What is a learning conversation? Your expectations “Speaking truth to power” When and how to be open and challenging in learning conversations across power and authority differentials Preparing for mentoring meetings How preparation builds confidence Taking, giving and using critical feedback Skills, attitudes and behaviours Reflecting on the mentoring meeting Extracting and implementing useful...
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Read More Mentoring up a guide to mentoring someone more senior than you
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, (more…)
Suggesting to someone else that they need counselling takes courage. As a coach or mentor, you will in most cases not be a qualified therapist – and even if you were, there are potential conflicts of role between mentoring/coaching and therapy. The two key questions here are: What to watch out for Signs that the...
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Read More When to refer a coachee or mentee to professional counselling or therapy
Mentoring isn’t a passive active for the mentee. It can only work, if the mentee is prepared to actively engage with the process. It’s not about doing mentoring to someone, but about a relationship, where mentor and mentee work together in a close and trusting learning partnership. What you get out of mentoring depends ln...
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Giving feedback is tough for both parties. Most people prefer not to cause others pain, so we tend either not to give them feedback at all, or to soften it. Feedback givers may also be concerned that the feedback receiver will react with aggression. Making it safe for other people to give you feedback is (more…)
Read More How to get others to give you the honest feedback you need
Long term work stress is associated with a wide range of health issues, including digestive disorders, cardiovascular disease, mental health problems and chronic headaches. It also has negative effects on productivity, creativity, and employee engagement. Acceptance and commitment therapy (ACT) has been shown to help employees develop stress resilience – an enhanced ability to coper...
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Great mentoring relationships are always ones where there is high potential for and willingness to co-learn. A basic guideline for finding the right mentoring partner for you is to look for someone who is sufficiently similar to you that you will be able to build and maintain rapport, but sufficiently different to provide a strong (more…)
Setting and pursuing goals is integral to modern management, offering structure and focus. However, as you’ve pointed out, over-focusing on goals can lead to significant drawbacks. Here’s a summary and reflection on the key points: Drawbacks of Over-Concentration on Goals: CEO Insights on Goal Setting: The Coach’s Role in Goal Setting: Factors Influencing Goal Progress: (more…)
