Kategori: Mentoring

Articles about mentoring.

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CONFERENCE: PROFESSIONAL CONVERSATIONS | EVIDENCE BASED COACHING AND MENTORING

EMCC Nordic conference 21.-22. Sept 2015 in Oslo

The event is managed by EMCC Norway with the support of EMCC in Denmark, Finland and Sweden: plus the Swedish Coaching Psychologists Group (Coachande Psykologer).

The program is geared towards practitioners (incl. psychologists) who are committed to evidence based practices and actively involved in mentoring and/or coaching. Our goal is to create an event with round tables and plenty of room for networking combined with state of the art presentations and discussions. We want an exclusive event but a fair price, therefore we have chosen a venue limited to 100 participants. We also expect the event to fill up quickly.

Fill in the form to get the conference flyer plus exclusive, early access to registration – this could in fact become your only chance to get on board.

When on the list we will keep you updated about the conference, speakers, networking opportunities, interest groups and bonuses. You shouldn’t hesitate – this is a rare opportunity to meet interesting colleagues from across the Nordic countries.

Confirmed speakers cover both mentoring, coaching and coaching psychology: Prof. David Clutterbuck (UK), Prof. Reinhard Stelter (Denmark), Prof. TK Lang (Norway), Dr Kristina Gyllensten (Sweden), Po Lindvall (Sweden, EMCC VP Research), Jennybeth Ekeland (Mentoring program manager, NHH AFF) and Dr Paul O Olson (Pres. EMCC Norway).

As said above, the venue is limited to 100 participants and we expect to fill the room early. Avoid missing out and register her

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Being a good coach is it the same as being a non-directive coach?

In my mentoring sessions I some time feel that giving advice or almost instructive, is the right way to go, but other feels that is wrong. And for coaching is also the same, when you are talking about directive and non-directive coaching.

Coach training programmes usually focus strongly on teaching the skills of non-directive coaching. This is a sensible approach, since people new to coaching and the helping professions typically see helping others as consisting of telling them what to do differently (or suggesting or advising, etc). Breaking this habit is difficult and so a relentless focus on helping the novice coach shift their attention away from telling the coachee what to do, to helping the coach learn how to surface and explore the coachee’s resources and resourcefulness is vital. The moment of breakthrough to non-directive coaching is a delight to observe and is signalled by the coach’s realisation that it is the coachee, not the coach, who has to do the hard work of discovering how to change! Indeed, one of the most reliable signs that a coach has «lost it» in a session is the feeling of trying hard!

Mike the mentor had a post on the subject some time back, here is the article, read it and make up your own mind.

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Speed Mentoring

 

 

 

 

In the search for mentoring stuff on internet I came across speed mentoring which is a method for individuals to receive information from one or more mentors in a time-controlled environment. Modeled after the ‘Speed Dating’ concept, both parties are provided the opportunity to share knowledge and experiences. Mentees benefit from the wisdom of their mentors, who in turn, benefit from the fresh perspectives their mentees bring.

The U.S. Coast Guard has even designed a special toolkit for speed mentoring, the link is broken so maybe its top secret…

But here is an example from «Heart Your Smile Mentoring programme»

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Flash Mentoring



In my over 25 years in business life and over 10 years


within mentoring I have had the opportunity to talk to


a lot of people. Sometimes itś for only one time and


sometimes more, but I never know that I was doing


Flash Mentoring…


Flash Mentoring is defined as a one-time meeting or discussion that enables an individual to learn and seek guidance from a more experienced person who can pass on relevant knowledge and experience. The purpose of flash mentoring is to provide a valuable learning opportunity for less experienced individuals while requiring a limited commitment of time and resources for more experienced individuals serving as mentors. While mentors and mentees can mutually decide to meet again after their flash mentoring session, the commitment is to participate only in the initial meeting.


The term flash mentoring was coined by K. Scott Derrick in his work with 13L, a group of mid-career federal employees passionate about leadership and leadership development. In recent years, some training professionals have used short-term mentoring approaches to facilitate the sharing of knowledge and experience, but there has not been a common language to distinguish short-term mentoring arrangements from traditional, long-term mentoring schemes.Flash mentoring was highlighted in an engaging article in Government Executive magazine.


To read more, click here

	


	





		

		
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Is mentoring for 2014?
	


	
	

		
Yes indeed, we live in a fast-changing world, with, at times, chaotic and unexpected events. For example the long-term financial repercussions for companies and individuals in the global financial crisis. In that times wisdom from experienced people both on individual and organization level is crucial. And through life experience you gain wisdom…


Organizations recruit graduates hoping they will be the leaders of tomorrow, but studies show there is a gap that needs adressing. And this is why we need mentoring in organizations today. Mentoring is a powerful process for making sustainable progress based on the positive partnership of two people.


I have being coordinating mentoring programs for over 10 years and most of the programs has been between academia and business life, between students and leaders. And it is a great pleasure to see the students starting the program, the one year process and what they have developed to in the end of a program. Itś a remarkable journey for the participants and wonderful to be a part of.


I see mentoring as an effective way to develop people both on personal and professionel level. And so also for the future.


This «Money tree» is designer Morgaine Ford-Workman and was used as a logo for a 3-week series focusing on business mentors for students. 

	


	





		

		
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Presentation of you in the first meeting with mentor
	


	
	

		
People I talk to are always anxious for their first meeting with their new mentor. Here is a «check list» that you can use:


    

  • Expectations for Mentoring 
    • 

  • Work Experience 
    • 

  • Views on Leadership 
    • 

  • Personal qualities and skills 
    • 

  • Interests 
    • 

  • What you need to learn and develop 
    • 

  • What you want help 
    • 

  • What you can contribute 
    • 

  • Future plans
    • 


	


	







		

		
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Word of today – Mentorship
	


			

			
							
		

	
	

		
Each day I get a small video from John Maxwell, it´s called «A minute with Maxwell» and today it was about mentoring. So I had to put it out on my web


Today’s «A Minute with Maxwell» video lesson was filmed during my Live Event in Orlando, Florida where I spent three days with my team members that are a part of my John C. Maxwell Coach, Speaker and Teacher Certification Program.


Here is the video


 


Here is more about John Maxwell


    

  • Best-selling author of over 74 books
    • 

  • Legendary speaker worldwide
    • 

  • Global trainer of 6 million leaders in over 176 countries
    • 



And his «A Minute with Maxwell» is like a path to success. It’s a video coaching program where I come along side of you each day, teach you the meaning of a word and add value to your life. And then you can ‘spread the word’ and inspire others around the world. Just one word a day can make a big difference in your life-and those of many others!»


His webpage is:


Jim Maxwell

	


	





		

		
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Getting the Most out of Mentoring  – Part II
	


			

			
							
		

	
	

		
I strongly believe in the power of mentoring in developing leaders. During my years with mentoring I have found that there are things you can, as a mentee, can do to get the most out of the mentoring sessions. Here is some questions you can use in each part.


MENTOR-model:


M – meet

E – explore

N – needs and requirement

T – time and resources

O – options

R – review


 


 


Meet


• What expectations do you have for this MM-meeting?


• Are there any particular topics you want to talk about?


• What would be a good outcome of this MM-meeting for you?


 


Explore


• What is the problem that you want to talk to me about?


• What is going to happen that is not happening now, or what you do not want to happen?


• Describe how the problem manifests itself in daily life and the story behind


• When and how often does that happen?


• How would others describe the situation?


• What have you done and what has worked / – not worked?


 


Needs and requirement


• What has been new in the course of the conversation?


• What will you take next?


• What will it take for you to try what we have talked about?


• What is positive and what is negative in this solution?


 


Time and resources


• What can I do as a mentor to help you further?


• Is there someone who can help you, if so who?


• What do you need to reach your goal?


 


Options


• Will there be of real value to you?


• Can you get on now?


 


Review


• What is the most important thing you bring from our meeting?


• How specific plan do you have now?


• Let us summarize the key points

	


	





		

		
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Podcast – 7 Mentorship Guidelines
	


			

			
							
		

	
	

		
The project Box is one of the world´s only Human Performance Management Company, focusing exclusively in the field Project Management, Sales and Social Media. But they have also made a podcast about mentoring. Bernard Tirado talks about the type of mentors and 7 guidelines either you are being a mentee or a mentor.


 


Link to podcast is here:


http://www.theprojectbox.us/2012/02/7-mentorship-guidelines/