Techniques, models, exercises, checklists, how-to guides
A critical friend is a trusted person, who is able to offer critique through open dialogue. The critical friend may say things that colleagues are reluctant to say, ask questions colleagues are reluctant to ask and view situations from different perspectives. For the process to work effectively, the coachee or mentee needs to view and...
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The earliest studies of mentoring found that mentees typically used their mentors as role models, although this was rarely a conscious behaviour. And the larger the power distance between mentor and mentee (or protégé), the greater the amount of role modelling that took place. Consciously or unconsciously, the mentee absorbs from their mentor behaviours, ways...
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We are all part of multiple networks in the workplace. There are two main kinds of network: influence (getting things done) and information (finding things out). Networks may also be internal (connecting you within your team or department) or external (connecting you with people in other departments or outside the organization altogether). It’s useful for...
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Well-managed delegation is one of the core skills of an effective manager. It frees the manager up to concentrate on tasks that really matter, and particularly to shift focus from immediate tactical problems to longer term strategic ones. However, people often find it hard to let go of tasks that could easily be done by...
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SELF-BELIEF/ SELF-ESTEEM/ SELF-CONFIDENCE The research on mentoring, in particular, shows that one of the most powerful things a coach or mentor can bring to the relationship is belief in the client’s ability to achieve great things. The phenomenon is called the Pygmalion effect, after the play by George Bernard Shaw. Essentially, the more belief someone,...
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Coaching and mentoring conversations frequently deal with issues of work relationships – colleagues or bosses, who are difficult, unresponsive, incompetent, and so on. It’s easy to slip into the role of Agony Aunt, giving advice on how to make friends and influence people, but that’s not the best way to help the client. Much more...
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Whether you are presenting at a meeting or simply attending as a participant, being effective requires the development of core skills. For giving presentations, there is a wealth of advice and training that covers issues such as using Powerpoint slides, engaging with the audience and so on. Sometimes, it can be helpful to be observed (more…)
Read More Helping the coachee / mentee improve their contribution in meetings
Positive assertiveness is an elusive attribute. Stereotypical thinking often means that behaviours, which can be seen in males as assertive, may be seen as aggressive in females. The “right” place on the spectrum from unassertive through assertive to aggressive can vary substantially from context to context. Coaches and mentors can help learners think through how...
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People vary widely how motivated they are to learn and progress. Given that you have limited time and energy to invest in developmental conversations, it helps to have a sense of who is going to be most responsive and to prioritise these individuals. It’s important, of course, to recognise that your own biases may affect...
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When we fail to live up to our potential, one of the most common causes is that our negative internal chatter gets in the way. “I’m going to screw this up”; “I’m not clever enough to do this”; “I don’t deserve to win” and so on. This chatter can be very pervasive and persuasive –...
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Read More Helping the coachee or mentee overcome negative self-talk
