Mentoring relationships, programmes, mentee/mentor skills, mentoring culture
Everyone has times, when their job just doesn’t seem to give them the same satisfaction. These feelings don’t always last – simple shifts in role or responsibility can make a radical difference, for example – but when ennui sets in, the potential for disengagement and quitting rise. Coaches and mentors can help with thinking through (more…)
Read More When the coachee or mentee is unhappy with their current job
The following are all examples of behaviours by mentees gathered over many workshops, where participants in mentoring have shared their best and worst experiences. These below are the top ten worst. As a mentee ask yourself: Could I be guilty of any of these? Copyright – David Clutterbuck
Massively Difficult Questions (or MDQ's for short....
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There is only a relatively small number of mentoring programmes, which have been designed from the start to facilitate mentoring between employees of a consortium of organizations. Some examples, where this has happened, include: The benefits of this kind of mentoring can be considerable. Among them: But there are disadvantages, too. In particular: What should...
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One of my most emotive recollections of mentoring is taking part in a Civil Service programme for disabled staff. One of the participants was a Thalidomide victim. Only partially sighted, with only rudimentary fingers at the end of stumps of arms, he turned the pages of the workshop manual with his tongue. And he fiercely...
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One of the paradoxes of formal mentoring programmes is that the essence of the relationship is its informality – the ability to discuss in private a wide range of issues that will help the mentee cope with and learn from issues s/he encounters, putting aside any power or status differences that might operate outside the...
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When mentoring relationships fail, one of the most common reasons is that the mentor’s behaviour is incongruent with the mentee’s needs or with promoting insight-provoking dialogue. Some common dysfunctional mentor behaviours include talking too much, being overly directive, being patronising, and making inappropriate comments. Sometimes, the mentee, in turn, feels unable or unwilling to confront...
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Like any other relationship, mentoring can get a bit cosy. The review is your opportunity to influence how the mentoring programme is managed and the support you receive in making mentoring deliver results for you. It addresses questions such as: Do any of the following comments strike a chord? I’m getting all I need from...
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Read More How could you get more out of your mentoring relationship?
Inclusion: Genuinely valuing a wide range of diversity & inclusion in talent, perspective and person, for its ability to contribute to individual, organisational and societal well-being. Authentic inclusion is recognised by a sense amongst all groups that the only limitations on their potential to achieve are those they choose to impose upon themselves; and by (more…)
Mentoring relationships that deliver most value for both mentor and mentee are characterised by a number of behaviours:...
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Read More How to make the most of the mentoring relationship
