Techniques, models, exercises, checklists, how-to guides
Ethical mentoring is a fairly new term, but it’s likely to be one we are going to hear a lot more of. The concept comes from a recognition that unethical and illegal behaviour in organisations rarely happens because an individual or group of people set out to do wrong. Rather, it starts with small breaches...
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Jim Collins, the US researcher on leadership describes amongst the key qualities of authentic leaders the balance of personal humility and professional will. Personal humility involves, amongst other attributes, “quiet, calm determination”. Humility is equally an important characteristic of the effective coach, because: The danger is that we are either insufficiently humble, or far too...
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Read More The coach/mentor as role model for humility and authenticity
Using a professional coach creates a different dynamic to the developmental relationship. A contract is essential for several reasons: What should the contract specify? Essential elements include: © David Clutterbuck...
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You have had a useful and helpful conversation about the issue the mentee/coachee has brought for discussion. The mentee/coachee seems happy with what they are taking away, yet you have not used the allocated time. It’s easy to feel the need to prolong the session, but should you? The brief answer is no – not...
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Read More What if the coaching or mentoring session ends too soon
People often limit their performance by feeling inappropriately inferior or superior to others. Experiments have shown, for example, that even fleeting exposure to derogatory comments about women causes women going for job interviews to lose confidence and be less assertive in what they want. Played out in the workplace, our sense of inferiority to others...
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Read More Working with status – when the client feels superior or inferior to others
Whistle-blowers typically get a rough deal. Firstly, they typically undergo a great deal of stress in the period, when they are building up to going public on the issue that troubles them. The decision to blow the whistle is also highly stressful. And they often suffer the consequences of their action, being labelled as trouble-makers,...
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Mentor and mentee/Coach and Coachee training usually emphasises that the mentee/coachee should contact the mentor/coach to arrange the first formal meeting, if they have not set a date when introduced to each other. When the mentor/coach doesn’t hear anything from the mentee/coachee for a week or two, it poses a dilemma. Should they take the...
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Consciously or unconsciously, we all make judgements about how we prioritise stakeholders. Roger Steare, author of Ethicability, suggests the following exercise (here expanded and adapted) to become more aware of the choices we make. Rank the following in order of how much weight you would give their well-being in a conflict of interest: Having ranked...
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Our ideal self is who we would be if we lived up to our values all of the time, without exception. Of course, nobody ever gets to be anywhere near their ideal self. It’s an impossible standard to reach. But being aware of the person we would ideally be can be helpful in managing all...
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You’d expect most companies with established mentoring programmes to give an unequivocal yes, but the reality is that most organizations don’t know. So here are some basic indicators to consider. Highly effective mentoring programmes: The issue becomes more complicated, when there are numerous mentoring programmes across different divisions, regions and cultures. Achieving consistency of mentoring (more…)
Read More Are you getting value for money on your investment in mentoring?
