People being mentored
Recommended good practice is for mentees to spend at least 30 minutes in quiet reflection after a mentoring conversation. It’s important to set this expectation both for the mentee and their boss! It’s helpful to use the following headings to structure this reflection: Issues Insights Ideas Intentions © David Clutterbuck, 2014...
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The three-way conversation between coach, client and the clients boss, is commonplace in coaching. Sometimes also involving HR, it provides a valuable opportunity to clarify agendas, establish the support needed from the boss, and improve the direct report-boss relationship. Yet in the context of mentoring, this conversation is typically seen as one to be avoided...
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While the core relationship in coaching and mentoring is the coach-coachee or mentor-mentee, other people have a stake or interest in it too. When a line manager coaches a member of his or her team, they have to take into account not only their own expectations of the direct report, but also what’s expected of...
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Read More Managing expectations of other stakeholders in coaching and mentoring
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 (more…)
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…)
One of the things successful people tend to have in common is that they have had at least one, and sometimes many, mentors in their lives – people, who cared enough about them to help them learn about themselves, make significant transitions in their personal growth or careers, and achieve their aspirations. Some people have...
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How ready are you for coaching or mentoring? Coaching or mentoring can be beneficial at almost any time, but you will find it particularly beneficial when: In all of these situations, you will get more out of coaching or mentoring, if you: © David Clutterbuck, 2014...
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Being a mentee is both a privilege and a responsibility. It’s a privilege, because it is a valuable opportunity to learn from and with someone more experienced. It’s a responsibility, because it requires you to invest time and energy in making the relationship work and in ensuring that you make effective use of the learning...
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It is important from the outset that expectations from both the mentor and the mentee on their roles and respective responsibilities are clearly laid out, discussed and agreed. Mis-matched expectations in these areas can impact on the success of relationships. What’s expected of a Mentor? Time – the mentor should be willing to invest enough (more…)
Recommended good practice is for coachees to spend at least 30 minutes in quiet reflection after a coaching conversation. It’s important to set this expectation both for the coachee and their boss! It’s helpful to use the following headings to structure this reflection: Issues Insights Ideas Intentions © David Clutterbuck. All rights reserved...
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