Working coaches, mentors, supervisors; mid-career
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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The most common perception of mentoring is from someone more senior to someone more junior. The more senior person is assumed to have greater experience and a broader perspective on the organization or profession., which they can use to help the more junior partner better understand the context of choices they need to make. However,...
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Studies have shown that overly altruistic motivations for coaching and mentoring tend to lead to more directive, unconsciously manipulative behaviours in the coach/mentor. “I want to put something back” or “I’ve got a lot of experience to share” may be altruistic in intent, but the underlying drivers are much more closely related to less noble...
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The concept of the entrepreneur (or within an organisation, the intrapreneur) has much in common with leadership. Both are hard to define. Both have in recent years come to be seen as important parts of the competency mix for managers, even in sectors of public service, where finding creative ways around the rules was discouraged....
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Co-active coaching was is also referred to as ‘whole person’ coaching and ‘work-life coaching’. It works on the basis that the client is the expert in their own domain and puts the client firmly in the driving seat. Through co-active coaching the client becomes more self-aware, creating their own goals and norms. The coach might...
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Confidentiality is an essential element to be addressed in every mentoring relationship. How people interpret confidentiality and what it means in different contexts vary, therefore it is important for the mentor and mentee to be able to have an open and honest conversation, which can avoid difficulties in the future. Confidentiality is about trust and (more…)
Constellations is a practical a remarkably effective (though it’s unclear how it works), way of helping people to explore personal, leadership development, business or relational challenges in terms of the systems, of which they are a part. It involves creating a ‘living map’ of collaborators in a way that illuminates the hidden dynamics beneath the...
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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…)
Coaching and mentoring provides great opportunities for all parties in the relationship to develop their cultural awareness learning about cross-cultural issues and enhance their understanding and skills. At the same time, cross-cultural developmental relationships pose special problems. One or both parties may feel out of their comfort zone – afraid they will do or say (more…)
It happens to every professional coach or mentor at some time. What seemed like a fairly straightforward, normal assignment turns into a nightmare. Perhaps the client refuses to engage with the coaching process, or terminates early, or their boss decides that change isn’t happening fast enough, or you feel that the client is demanding far...
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