The old aphorism, “You can lead a horse to water but you can’t make him drink,” is the foundation of the second rule of mentoring. Many a mentor has fallen into the subtle trap of driving the mentoring process, only to reach a point of disappointment and frustration when the […]
Over the past 10 years, Mentor Resources, a San Francisco-based executive and management leadership center, has created and managed partnerships, matching thousands of mentoring pairs to provide growth opportunities for the development of tomorrow’s corporate leaders.
The ability to match mentees with appropriate mentors, combined with their […]
When I posted my list over the best mentoring blogs in 2011 just last week, I got a lot of attention and here is one of them. Click at the link, this is number three on the list.
I had a good discussion with a coach from Erickson College (http://erickson.edu/) and we disagree on something which is very important for me. Feedback…
At Erickson College they learn that as a coach you should never give feedback – because it will lead the coach to do the […]
As a mentor it is important to have the «right» questions in the mentoring session and to become even better at it you can attend a training or a seminar at The Option Institute.
Their seminar «Power Dialogues» is the fundamentals of their core system for personal change. The Option Process® […]
Some mentoring programs simply introduce the mentee for the mentor and leave them to «get on with it».
But people need to know what is expected of them, how to go about it and why it is important and as the coordinater of the program you need to be confident […]
Evening Course II is a part of the Norwegian Mentor program (www.mentorprogrammet.no) facilitating the transfer of experience between the mentors and mentee.
The participants will receive training in practical tool that both could be useful in the mentor role, and in the work otherwise.
There will be room to discuss […]
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I want to put mentoring even more on the agenda and how implement it to peoples personal development and also for companies development.
I have been working with mentoring for over 10 years both in Norway and outside in other countries. My experience is both […]
To support the information on managing the mentoring process, the following GROW model can be used to develop a practical approach to the mentoring session.
The model will help the mentor prepare for the session, and will provide a useful structure to the discussion. A number of questions have been […]
Giving feedback isn’t just a great way to help employees around you perform better. If done properly, it will also make them feel better! Read the 11 simple rules below on how to provide good feedback to a team, employees or fellow workers. These rules came from an article in www.leadership-expert.co.uk
Simple Rule 1: Give feedback the time it deserves. Great feedback isn’t shouted to an employee across the carpark at the end of the day. Try to dedicate time for the sole purpose of giving feedback, whether it’s just a minute or part of a formal meeting. Properly announce your intentions by asking, “I would like to give you some feedback on X, would that be OK?”.
Simple Rule 2: Be Honest. The purpose of giving feedback, (whether positive or constructive), is to align the persons perception of their behaviour with reality. If your idea of feedback is to spoon feed half-truths in an attempt to shift their behaviour to suit your ends, you may be only making things worse.
Simple Rule 3: Use the ‘compliment sandwich’ or more exotic varieties. A compliment sandwich is where you offer a compliment followed by a constructive point, and closed with a further positive feedback point.
The theory is that this approach will help the conversation end on a positive note. However a word of warning to those dealing with savvy employees & especially middle management (who may use this technique themselves); don’t strictly stick to this exact recipe because it is a very transparent strategy.
If an employee actively recognises you are using a compliment sandwich, they may choose to ignore the positive comments in the belief that the ‘true’ purpose of the conversation is for you to communicate the constructive point, and this may cause them to react defensively.
If you want to read more www.leadership-expert.co.uk/how-to-give-good-feedback-employees-team-collegues/
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