The notion of a contract between mentor and mentee arose very early in the history of supported mentoring. A contract clarifies what each party can expect from each other and is particularly useful to refer to when agreeing the logistics of the relationship, when reviewing the relationship as it evolves and when the relationship has (more…)
Even the best of leaders can’t attend to everything. They try to ensure that all the important issues are covered, with someone in the team having accountability and responsibility for them. Both team coaches and one-to-one coaches are vulnerable, however, to the team leader who doesn’t manage some areas of his or her responsibilities well. (more…)
Business chemistry, as described by Deloitte, provides a framework to understand the four primary workstyles: Pioneers, Guardians, Drivers, and Integrators. These workstyles can significantly influence team dynamics and performance. Here’s a breakdown of each style and some key takeaways: Workstyles: Managing Team Dynamics: Tips for Success: Demotivation Triggers: Understanding these workstyles and aligning team members...
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What makes a good contract in coaching or mentoring? While contract is a word every native English speaker understands, it isn’t ideal for describing how the coach-mentor and mentee-coachee clarify and commit to how they will work together. To contract is to reduce or bring within boundaries and carries a legalistic flavour. A more appropriate...
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Potential and pitfalls While in the United States, the role of mentor may often be combined with that of either boss, or sponsor, or both, in most countries around the world (and particularly in structured mentoring programmes) this is seen as inappropriate. The relationship between boss and direct report involves many conflicts of interest. When...
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“Presence” is one of those easily recognisable but hard to define qualities. It plays a significant role in how we assess competence, promotability and other factors that make or break reputation and careers. So what exactly is presence? A pragmatic definition is: “Influencing others simply by being there”. Someone, who has presence commands attention and...
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In coming to virtual group supervision, people tend to have two main aims: Virtual group supervision sessions tend to be relatively short (60 to 90 minutes maximum) compared with two hours or more for face-to-face group supervision. So it is important to prepare well to make maximum use of the time. Typically, a session would (more…)
Group mentoring is a relatively recent innovation. It is typically used in situations, where the demand for mentors outstrips the supply. In a typical group mentoring programme, the mentees might meet on their own once a month, acting as peer mentors and agreeing topics they want to bring collectively for discussion with their mentor. They (more…)
A survey reported in Harvard Business Review asked 106 executives from 17 countries about problem management in their organizations. Overwhelmingly, respondents expressed high confidence in their companies’ ability to solve problems, but low confidence in their ability to understand or even identify the right problem. It seems that managers have a propensity to frame a...
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What level of development as a coach do you need? The following questions may help your thinking about the right coaching course level to attend. These questions are focused around your coaching mindset but other considerations also apply around length of experience, hours of coaching practice and previous coach education. If you answer yes to...
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