A team’s readiness for learning and achieving Having the right environment for learning together is critical for any team. One useful way of looking at this is by using the matrix below. Read the description and consider: The reality of teams is that you have to work hard to maintain both trust and clarity of (more…)
Mentoring relationships “go quiet” for a wide variety of reasons, many of them positive. For example: And that’s where the problem may lie. Both mentor and mentee may feel some anxiety in approaching the other. This anxiety may stem in part from embarrassment that they let the mentoring relationship slip off their radar; and partly...
Membership Required
You must be a member to access this content.
Why not sign up to a month's free trial?
Already a member? Log in here
The acronym of this model , developed in Hungary by Judit Abri von Bartheld, stands for: Listening. Active listening leads to a high level of presence and intuitive questioning. According to Dave Ulrich: “Listening is not that I understand but that the other person feels understood.” Awareness and Ambiguity. Suspending judgement, allowing alternative scenarios and...
Membership Required
You must be a member to access this content.
Why not sign up to a month's free trial?
Already a member? Log in here
In recent months, there has been a spate of articles and webinars extolling the virtues of “speed mentoring”, “flash mentoring” or similar means of fast knowledge transfer (FKT). We have also seen the rise of “Mentoring Lite” from major dot-com providers, providing rapid matching between people with a problem and an expert. In an era...
Membership Required
You must be a member to access this content.
Why not sign up to a month's free trial?
Already a member? Log in here
Although mentors and coaches aim to be non-directive – listening and questioning, not telling – there are times, when a more direct, directive intervention may be needed. For example: Normally, we can make them aware of what they are doing by asking them to pause a moment and then using questions, such as: If that...
Membership Required
You must be a member to access this content.
Why not sign up to a month's free trial?
Already a member? Log in here
Triple loop learning – helping the coachee think more deeply Finding time to think is a luxury for many people – and the more senior they are, the more essential it is for their performance. The problem is that we are so used to shallow, instinctive thinking that we have to work at thinking more (more…)
Read More Triple loop learning – helping the coachee think more deeply
This coaching framework comes from Cognitive-Based Therapy. Developed by psychologist Albert Ellis, it helps the client understand how they approach a situation and develop new and more functional patterns of thinking, by reinforcing positive patterns of thinking and behaviour and by inhibiting negative patterns. There are five stages: Ellis, A., 1989. Inside Rational Emotive Therapy: (more…)
Textbooks on coaching, in particular, talk about “presence” as a key characteristic of effective developmental conversations. Normally, when people talk of presence, they mean the way some people naturally command attention and respect – hence presence, in this interpretation, is a leadership competence. In coaching and mentoring, however, presence has a different meaning. It refers (more…)
Autism is often misunderstood, and while severe cases can be disabling, it’s inaccurate to view everyone on the autistic spectrum as disadvantaged. In fact, high-functioning autistic individuals often possess significant advantages. These can include: However, these abilities can sometimes come with challenges such as: Unlike neurotypical individuals whose brains filter out much of the surrounding (more…)
Read More Coaching and mentoring people on the autistic spectrum
Imposter syndrome affects 70% of adults at some point in their careers. Originaly associated mostly with women in senior positions, when it was identified in the late 1970s,in reality it affects both genders. A formal definition is that is “a colection of feelings of inadequacy that persist even in face of information that indicates that (more…)
Read More Helping the coachee or mentee overcome imposter syndrome