Tag Archives: mentoring relationship

11 Reasons Why You Should Be a Mentor  

Why you should be a mentor. We often hear the reasons people give for not becoming a mentor.  I don’t have time.  I don’t have the right skills.  My personality isn’t suitable.  For the most part these are excuses, not reasons.  We all have more time, skills and insight than we think, and, with the right […]

Goal Setting & Measuring the Impact of Mentoring

A well-designed, well-executed and well-managed mentoring program will be very successful and sustainable. Done well, mentoring programs enjoy high engagement and participation rates, low dropout rates, high satisfaction and goal achievement. Mentors enrol year after year, and mentees return to mentor others. But, how can we best measure the impact a mentoring program has, and […]

Reciprocal Mentoring

In reciprocal mentoring, sometimes known as “co–mentoring”, two people work together through a mentoring process in which they both take on the roles of Mentor and Mentee. This could be done by each participating in both roles, or by each person taking a primary role as Mentor or Mentee, but being willing to exchange roles […]

Mind your Mentoring Mindset

Coming from a Mentoring Mindset  Recently, I had the pleasure of hosting Cathy Burke in our webinar “Mentoring Women Under the Spotlight”. As CEO of The Hunger Project, Cathy spent much of her career working with women and men in villages in Africa and the east, supporting them to break the poverty cycle for themselves. […]

I’m a Mentor, Now What?

I’m a Mentor, Now What? In our work with thousands of mentors, we typically see three different reactions to taking on the role of mentor inside an organisation or membership body (gender irrelevant; names are used just to describe the personae):    1. Over-Confident Orlando Orlando has been a manager for over a decade, so […]

How ethical mentoring can make a difference

Ethical mentoring can manage reputational risk It seems every day, there is another story of organisations, which were once respected, betraying the trust of their stakeholders. The scenes at Fifa (pronounced Thiefa), when staff applauded the boss, who had presided over years of corrupt practice, may have seemed inexplicable. Yet they demonstrate just how easily […]

Humour in Mentoring

Finding the Funny Side of Mentoring When asked to describe the mentor or coach they would dread, learners typically refer at some point to the person without a sense of humour. Not surprisingly, mentors and coaches have similar feelings about trying to form developmental relationships with humourless learners. The person who is too intense, too […]

Employee-Led Mentoring

How to Support Employee-Led Mentoring Programmes One of the biggest barriers to widespread use of mentoring in organisations is HR time and focus. Lean HR teams in many companies have a wide range of urgent tasks and projects that tend to take priority over deep learning initiatives. Minimum effort solutions, involving matching platforms that put […]

Helping a Mentee Manage Uncertainty

When Uncertainty Becomes a Barrier   Much as humans generally crave certainty, we have to live with constant uncertainty.  It’s how we manage uncertainty that counts. In organisations, uncertain comes in two kinds: prediction uncertainty and decision uncertainty. Prediction Uncertainty Prediction uncertainty comes from operating in a VUCA environment, where we know that “best guesses” […]

Helping a Manager Understand His or Her Leadership Style Options

Manager Intervention: Helping managers understand their leadership style options How a manager behaves in any specific situation depends on many factors, including how much preparation time they have, but the two most significant factors are their general style preference and the range of options they have within their preference. The role of a coach or […]