Kategori: Leadership development

Articles about development for leaders.

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The Next Generations of Leaders

You will never maximize your potential in any area without coaching.  It is impossible. You may be good. You may even be better than everyone else.  But without outside input you will never be as good as you could be.

Strong words from Andy Stanley the author of the book «Next Generation Leader»

You can order it from www.amazon.com to read more.

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Is your organization talking about issues like these?

I came across a company, called Perrone-Ambrose Associates and they are providing practical and impactful mentoring and coaching programs, tools, and services today for shaping the leaders of tomorrow.

They were saying that if your organization is talking about certain issues, like:

·We need to do something to prepare people for leadership positions.

·We hire and train people who then leave to work for our competitors.

·Our people come up through one part of the organization and that’s all they know.

·Our managerial and leadership ranks lack diversity.

It`s time to call for a intern mentor program. If you want to know more about mentor program send me an email on teg@trainifique.com

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Mentor prepare yourself

Good mentoring relationship starts with preparation by both parties. As a mentor you should be as aware as possible of what you have to contribute and how your potential contributions can match the needs of the adept.

The adepts too, might prepare a list of questions about what they hope to get out of the mentoring relationship.

The following checklist will give you an idea of the things you will benefit from clarifying as a mentor:

  1. What carees ecperiences have helped me most in my own professional development?
  2. What were the most important lessons learned from those lessons?
  3. What «truths» would I want to pass on from those lessons?
  4. If I were to contribute one quotation to my own book about succeding in this organization, what would that quote be?
  5. What have mentors done for me and my development? What kinds of mentoring experiences have been most helpful to me?
  6. If I had the power, what would I change about any of the mentors I have had?
  7. How relevant do I believe my experiences and my professional learning will be to the development of my adept?
  8. As a mentor, how would I like to be remembered?
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Why Mentoring is Good for the Legal Profession

Some say that mentoring not only benefits the individuals involved, but also pays dividends for the profession as a whole. F.ex. even laywers who are just starting out at a law firm or lawyers who are moving into a new area of practice can learn from the experience of others through a mentoring relationship.

If you practice in a law firm you likely take for granted the fact there is a confidant down the hall who is instantly and easily accessible if a question arises. If you are a sole practitioner, you will appreciate this is a luxury that you don’t have. Mentoring can help newly called lawyers get a leg up on the incredible amount of learning that lies ahead. Law schools and bar courses simply cannot impart the skills and experience that are critical for practicing law proficiently.
No matter what the background of the participants, a mentoring relationship can accelerate the process through which critical skills are gained and can help prevent mistakes. When individual lawyers more quickly increase their skills to become an integral part of the profession and the administration of justice, the profession itself benefits.
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How to keep your talents?

Harvard Business Review means that the consulting industry have to start mentoring the talents more than today.

 

After many years with the focus on coaching Harvard Business Review means that mentoring is the next big topic. The consulting business up to the finance crises was “only” thinking about making the money, and not thinking about develop new talents.
 It is about time to put out the word mentoring, the ”new” buzz word. It is almost as it is create just for the purpose to hold the young talents motivated and that they want to stick to their employer.
Frustrated employer ignored are about to quit, finding a new company who appreciate them more. And not only are they leaving, and you must find a new person, but they are leaving with central competence. And therefore is it important to create mentor program inside the company for today’s young talent.
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Ryan Blair an entrepreneur and mentor

At Oslo Innovation Week in Oslo, Norway I went to a seminar yesterday with Ryan Blair (www.ryanblair.com).
Ryan having launched his career as an entrepreneur in 1998 – at the age of twenty – he has since earned a reputation as a technology pioneer and expert marketer, creating six successful companies and investing in several others the last decade.

Ryan is a passionate writer and speaker. His first published work was released in June of 2006, featured as a contributing author in the Power of Mentorship Vol. II. Ryan is presently working on a book about his life story entitled Faith of the Dots.

So he is a eager spokesman for mentoring, saying that a mentor more or less saved my life. Getting my to write down my goals in early years and learned me to go after it.

Hearing him talking about how important his first mentor was for him is huge. Setting goals he had to be able to visualize and then have the belief in yourself to manage your goals.

Something he talked a lot about was «give more than you receive». Meaning that you can`t only ask your potential mentor for his time and good advice. And not giving anything back, everything from washing mentors car to give shares in your business.

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Getting a younger mentor

I read an article about getting a younger mentor (in Norwegian at http://www.konsulentguiden.no/index.cfm?id=147082&side=1).
The article said that it is a trend among middle-aged leaders to get younger mentors.

It`s called “Reverse mentoring” and Jack Welch (www.welchway.com), then chairman at General Electric (www.ge.com), was maybe the first to try this.
When he ordered 600 of the leaders to get a younger mentor in 1999.

Matt Starcevich at Center for Coaching & Mentoring in Oklahoma (www.coachingandmentoring.com) says that reverse mentoring can give advantage for the organization.
He found out that 41% used reverse mentoring to learn technical expertise, and 26% used it to give leaders a more youthful perspective.
Of course it is important that the older leaders don`t have any prejudice against younger people.

What do you think about reverse mentoring? Do you have some experience with it? Tell me!

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Trainings

I do a lot of training together with a good partner Kai Roer (www.bebetter.no). We do training in a lot of themes within mentoring, coaching and leadership.

Trainings like: «The leader as an educator», «Coaching to lead» and «Mentoring tools».

We both do it in Junior Chamber International and in companies.