While many of the basic skills of being a mentor come naturally, you can learn to become an even better mentor, if you have put thought and planning into it. And all of the skills you enhance through practice as a mentor will have application in your role as a manager. A planned approach to (more…)
Coaching sometimes seems like Keats’s rainbow—the more we try to define it, dissect it, classify it, and demystify it, the more we diminish it and lose its essence. Often coaching literature represents attempts to confine coaching within the partisan wrappings of a particular school, philosophy, or approach. Often the motivation seems to be less about...
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The power of hope in helping people achieve their goals is remarkable. Research shows that more than half the variance in performance by female athletes is attributable to the quality of hope they exhibit 1. People who have strong reserves of hope tend to be more proactive about their health and are more resilient in (more…)
Use this simple diagnostic tool to assess how much fun you have at work. Tick all those that apply with a Yes. Scoring: For very tick or Yes, count them up: 14 and above: Your work environment plays to your energies and interests, gives you the support you need and generally feels like a great (more…)
This simple reflective guide and tool can be used by teams to reflect on the seven types of trust required in teams. Usually this exercise takes 60 minutes to complete. Purpose: To think about how they will build high quality of trust in the mentoring relationship Process: Introduce the exercise by explaining that one of (more…)
When someone appears not to want to learn, it may be for one of several reasons: Lack of confidence People can lack confidence for a whole variety of reasons. They may have had a long break due to illness, taking a period of maternity leave, experienced redundancy, had a sabbatical, career break or had a...
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Burnout – when people can no longer cope with the stress of their job role – is an increasingly common occurrence amongst ambitious people. Contrary to popular belief, however, it is not most common in executives in their 40s – it is more prevalent in people in their mid-twenties. Research into how and why people...
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Read More What if the mentee is in danger of burnout or derailment
If either mentor or mentee leaves the organization, it is not a calamity – in fact, it can be an opportunity. People seek new opportunities all the time and it’s not always possible to find the right opportunity within an organization. If the mentor leaves, it’s common to continue the relationship, even at a distance (more…)
Effective mentoring requires intimate sharing of hopes, fears and inner feelings that doesn’t happen in normal conversations. So it’s not surprising that people become drawn to each other. Most of the time, this simply results in creating a strong and often long-lasting friendship. Occasionally, however, the friendship risks developing into something unintended. Sponsorship mentoring, with...
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Read More What if you feel you are becoming emotionally too close in a mentoring relationship
One of the mistakes many coaches and mentors make is to assume that every formal conversation should result in a clearly defined plan of action. Indeed, “solutions focus” is a whole school of coaching. In practice, very often all the mentee wants is to advance their thinking around an issue, with a view to finding...
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