Mentoring relationships, programmes, mentee/mentor skills, mentoring culture
If we really attend to what someone else is saying, it’s not that difficult to pick up significant words or phrases. There are four main clues here: If it’s significant, it carries a particular, often emotion-laden meaning for them. Make a mental note (or jot down the word or phrase) and wait for a pause...
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Being noticed in a positive way is a vital part of career progress. There are five main ways in which mentors can help mentees do this: Track record comes only partly from doing your primary job well. Being noticed is much more closely related to the activities you undertake over and above this. Mentors can...
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Authenticity is one of those irritatingly vague qualities expected of modern leaders – generally seen as desirable but difficult to define or demonstrate. Worse, because it is supposed to be a natural quality, the idea of developing authenticity seems artificial and manipulative. Dictionary definitions tend to describe authenticity as the quality or condition of being...
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Read More Helping your coachee or mentee become more authentic
Of all the conflict situations between managers and their direct reports, the controlling boss is arguably the most common and one of the most difficult to deal with. People, who are creative and independent, are often either crushed by their boss or quit. This is also one of the most common situations that people bring...
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Read More Helping the coachee or mentee manage a controlling boss
Values elicitation triangle This technique helps people work pout their core values. It comes from Julie Hay, an expert in both mentoring and transactional analysis. The instructions are: 1. Choose three key values and place one at each side of a triangle. 2. What is the connecting value between each of these? 3. What is...
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This simple tool provides a structure for thinking about goals and intentions, from the perspective of current and desired identity. The key questions that arise from the matrix below are: • What do I want to be but will never be? (Limitation) • What don’t I want to be and will never be? (Boundary) •...
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Reflecting on the coaching or mentoring session A characteristic of effective coaches and mentors is their willingness to take time after a session to reflect on what they can learn from it. The reflective process helps them to: Among the advantages: A useful checklist of what to reflect on includes: © David Clutterbuck. All rights reserved
Positioning difference Many mentoring programmes are designed specifically to support diversity objectives. However, in practice difference – in experience, personality, culture, gender and so on – is a driving force in all successful mentoring relationships. If people are too similar in background and experience, there is much less potential for learning between them. On the...
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Mentoring relationship pitfalls There are a range of issues that can potentially impact on the success of your relationship. The majority of these are avoidable through good relationship set up and by ensuring you have open and honest conversations from the start. It is good to be aware of these so that you are able...
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Most people baulk at the idea of being “political”, yet being politically aware is a critical skill in career management. Coaches and mentors need to be able to use their own political awareness to help the learner make astute decisions and judgements; and to help the learner develop both political awareness and the ability to (more…)
