Hope to help the coachee/ mentee cope with change

In essence, all coaching and mentoring are about helping people achieve change. When change is incremental, planned and about progress towards a desirable objective, and the coachee/ mentee feels reasonably in control and not under threat, then coaching or mentoring task is relatively straightforward. But when change is unexpected, threatening or involves significant perceived loss,...

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Coaching or mentoring: which do you need? (A decision tree)

A coaching or mentoring decision tree can help to identify the appropriate type of developmental approach and method. The first step is to consider the need/issue; this will help in determining the support needed. Aspects to consider include: is the issue one of performance; career development; or personal/ leadership development? If the issue is about...

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Goal setting in coaching and mentoring: general principles

Objectives come in many sizes and varieties. Research evidence shows that whilst objective-orientation is significant in overall leadership performance, the nature of effective objective management changes at different levels, from a focus on task (practical, usually short-term objectives) at lower levels of leadership to one on purpose (achievement of a broad vision) at higher levels....

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Helping the coachee or mentee become more ethically aware

People in all cultures tend to think of themselves as more ethical and more morally virtuous than we actually are. (Even prisoners in goal think they are more ethical than average!) Ethical awareness is increasingly regarded as a core skill of a good leader, but many people reach leadership positions without a strong moral compass....

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Circles of concern and influence

We all have concerns in our lives; concerns could be around home life, health, finance, family, friends, the environment, violence, oppression, starvation, the environment – the list goes on. We are not always able to influence all of our concerns. So, we have a choice about where we choose to focus our attention, time and...

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Career self-management

Career self-management involves making deliberate choices concerning current and future career prospects. We all influenced by internal and external factors which can impact on the quality of our thinking and clarity of purpose. There are a number of tools we can use to help us understand our motivations and career choices, to make better informed (more…)

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Career pathing

Career pathing is a useful process for helping someone learn from their previous career moves and apply that learning to future career choices. Its about moving from allowing careers broadly happen to you, to taking greater control of your career; about creating choices rather than waiting for them to come to you. Some of the...

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Building rapport

Building rapport is the first step in creating a successful relationship. Investing time in the early meetings to get to know each other, establish common ground, share personal stories and start to think how you will work together is time well spent. Establishing rapport is essential in, for example, mentoring coaching relationships, because it allows...

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Building on personal strengths – beyond the basics

Identifying strengths is just the first part of a strengths-based approach to personal development. There are numerous self-completion questionnaires to help with the process, but these should come with a health warning – you have to have a relatively high level of self-awareness and emotional intelligence to see yourself accurately. More effective is to add...

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Reviewing the mentoring relationship

It is good practice to review your mentoring relationship at regular intervals. This will ensure you keep a check on how the relationship itself is working and on what progress is being made on achieving the objectives you set at the outset (and how those objectives may have changed). Ideally, a first review would take...

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