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…)
You might find our Planning for Team Resilience blog a useful introduction to building resilience within a team. The Team Resilience Questionnaire provides a practical way to assess team resilience. Use it to establish both an average team score and areas where there is maximum variation in team members’ responses. This will allow you to (more…)
In general, teams tend to assume a much greater level of goal alignment than is actually the case. High goal alignment happens when everyone is fully agreed about the priorities of what they are trying to achieve and why; and at the same time, fully agreed about how they will go about making the goals (more…)
It’s not uncommon for a mentor to become frustrated, when they have deep conversations with a mentee, then nothing happens as a result. Rather than see this as a failure on their own part, or a lack of commitment on the part of the mentee, the mentor should seek to understand the dynamics that underpin...
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Read More What to do if the mentee does not do what they say they will
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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