Power Dialogues

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® Dialogue is a non-judgmental, non-directive system of questions designed to enable people to uncover and discard hidden beliefs which fuel emotions of unhappiness and ineffective behaviors. It is a process which people have been using for more than 35 years to overcome life crises large and small.
Additionally, for those of you who are looking to master this technique and begin a fulfilling career helping others, this course is the first step.

Half of the program will focus on helping you to implement the attitude of an Option Process Mentor. (The Mentor is the person asking the questions.) This attitude consists of being incredibly present with the person speaking, totally accepting them and everything they say, not having an agenda for what they think, feel, or decide, and creating a sense of deep caring about the person. Not surprisingly, this attitude, once mastered, has enormous benefits in many aspects of life outside of the Dialogue as well.

The other half of the program will focus on enabling you to grasp the fundamentals of the questioning technique itself. You will have the opportunity to practice doing Dialogues in real time and get feedback and assistance.

In PowerDialogues you will learn to:

Always be equipped for any crisis – yours or someone else’s

Engage a powerful attitude at will where you are unshakably comfortable, relaxed and caring

Be the resource for others that you always wished you could be

Understand yourself much more deeply, and make significant personal changes by unearthing and shifting your own beliefs

Take the first step toward creating a career helping others

You can read more here, at their own we page: http://www.option.org

The Big Five Vol. II

I am going back to JCI oslo and their mentoring program for the CEO´s  in Young Enterprice. The training will be for their mentors. I had the first training with them in October 2010 and now it´s time for some more input.

It will be real fun to hear about their experiences so far in the program.

Why You Need To Train People For Mentoring

The purpose of training is to enable mentors and mentorees to establish effective relationships. Some programs simply introduce people and leave them to «get on with it». Occasionally, this works. But people need to know what is expected of them, how to go about it and why it is important and you need to be confident they have the skills for mentoring.Why Train?

  • Building a relationship of rapport and trust can be tricky when there are many individual differences;
  • Managing people is different from mentoring people; and
  • Motivation will be critical to success.

Mentoring is different from other workplace relationships. It is professional and personal, it deals with rational and emotional motivation and it non-directive but offers guidance and advice! The paradoxical nature of mentoring needs to be understood and the key skills developed.
In addition, participants usually need ongoing personal support and reassurance. Establishing an interactive network of participants will add value. This is most likely to happen when participants meet and work together in training sessions.

Training Mentors and Mentorees

The role of the mentor, communication styles, strategies and practical techniques for applying the mentoring process can be explored in workshops. It is usually beneficial to provide mentors with an initial session separately from the mentorees so that they are able to discuss any issues candidly.

Mentorees need to be primed to make the most of the mentoring experience. Their responsibilities, communication and goal setting are topics you want to cover in their training.

Bringing mentors and mentorees together for a workshop is highly desirable. This way you can enable them to identify expectations of each other in a non-threatening group process. You can also ensure that they have a common understanding of mentoring etiquette, procedures and reporting. Being part of a group reduces the feeling of isolation and you can set up a mechanism for ongoing group contact. Within this workshop mentoring pairs can have a structured first meeting to break the ice. Debriefing the meeting as a group, you can draw out do’s and don’ts for effective future meetings.


The author of this article is Ann Rolfe, and was first published 04. februar 2010 on www.mentoring-works.com.