Forfatter: MentorGuru

Thor-Erik Gulliksen is a leading authority and internationally recognized expert in mentoring, coaching, and personal development. With 20+ years of experience in leadership, marketing, education, and training, he has designed mentoring programs that have empowered over 800 individuals to unlock their full potential. As the author of Adepthåndboka and Mentorhåndboka, and the host of the podcast The Talk by Mentorguru, Thor-Erik is a trusted voice for those seeking growth and success. He is known for his engaging workshops, thought-provoking keynotes, and a unique blend of humor and practical tools that inspire both individuals and organizations. His expertise has been acknowledged internationally, making him a sought-after mentor and speaker across borders. Thor-Erik Gulliksen has been recognized as a leading international expert in mentoring, with his work influencing professionals and leaders globally. When he’s not on stage or behind the microphone, Thor-Erik is crafting his next book or article – always driven by his mission to help others grow.
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Mike The Mentor

Here at Mentorguru.info we are looking for “The Best Mentoring Blog 2011″ and this is a good candidate. At http://mikethementor.co.uk/index.php you can see why.

Mike is the Senior Partner with Jericho Partners and a recognised authority on leadership coaching.

 

He has been coaching individuals and teams for nearly 20 years – helping them develop their capacity for leadership and achieve increased levels of performance, effectiveness and fulfillment. He works with coaches and mentors as a supervisor to help them ensure the quality of their work and to support them in their professional development.

For many years Mike was on the faculty of The School of Coaching where he trained coaches and managers in coaching skills, and was an associate with The Centre for Creative Leadership where he worked on their leadership development programmes. He has also been an academic, a software developer, a management consultant with the PA Consulting Group, and a psychotherapist.

Some Current/Recent Clients
Mike has coached and mentored board directors, executives and professional staff across a range of industry sectors, nationalities

and cultures. His clients have included Lloyds TSB, the NHS, PwC, HSBC, Siemens, Oxfam, RBS, Cisco, BT, M&S Money, Roche Products, Octavia Housing Trust, Symbian, Serco, Oracle, Royal Town Planning Institute, Department of Health, and Deutsche Bank.

And you can also find a lot of good information at their website. So look it up, and find out more about Mike The Mentor.

So this was one of the candidates for “The Best Mentoring Blog 2011″

 

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Difference between good and great trainers

There is a discussion going on, on www.linkedin.com about the difference between good and great trainers. What is your opinion about this?

Read more on http://www.linkedin.com/groupItem?view=&srchtype=discussedNews&gid=2011285&item=55444364&type
=member&trk=eml-anet_dig-b_pd-ttl-cn

Avinash Naidu who started the discussion means that you have to combine passion, intelligence, commitment, and cutting edge skills to deliver programs of lasting value. I loved that.

What do you think is the difference between a good and a great trainer? And the next question will then be, how can YOU be a great trainer?

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The wheel of gratitude

As I told later I got the chance to write an article in a book about Gratitude from an Canadian author. And as I was working with the text I find that if I give gratitude I get gratitude back.

So by constantly be grateful one discovers something unique, that people and opportunities are coming one’s way. To show gratitude for their success and share it with others makes the other’s impression of you to be very positive. Which in turn means that it’s you they think of next time they need a trainer or speaker. Many of my assignments are through previously involved in the mentoring programs 10-year of history.

So what lessons can we make of this story, the gratitude breeds gratitude and that again breeds success.

 

We can look at it as a wheel that never stops; I will call it «The Wheel of Gratitude». I have chosen five areas where the gratitude will have impact,
but you can adapt more or others within your situation. This five areas are: Personal, friends, colleagues, work and leisure.

But when you show gratitude in all parts of this wheel that will lead to satisfied ambassadors for you. This will give you lots of positive reviews, new clients and new success.

It´s like a wheel right? A wheel of gratitude. What are you going to do, to get some gratitude today?

 

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What can be at the leaders to-do list?

John C. Maxwell says leadership is just as much about developing your team’s talents as it is about nurturing your own leadership skills. The best-selling author of Talent Is Never Enough reminds us that growth is modeled after and expected from leaders. As a successful leader, you must do eight things.

1. Find your own personal strength zone.
A successful leader is a person who knows what they do well and does it, but they also know what their people know well and help them practice it.

2. Help others find their strength zone.
What is their special ability? You can’t make others good at something you are bad at. You can only increase a person’s giftedness by helping them answer important questions of themselves. What is their temperament? What is their passion? What choices are they making in their life? Help them with these things and there’s no limit to how much someone can improve in these areas.

3. Help them define success.
Success is hugely subjective. Knowing your purpose in life, growing to your maximum potential or sowing seeds that benefit others are all great definitions of success.

4. Help them understand how to be successful.
The secret of our success is determined by our daily agenda. Decision-making is important and the management of the decision-making is even more important. Do the right thing today to be in a good place for tomorrow.

5. Teach and practice the four pillars of success.
• Relationships
• Attitude/Tenacity
• Leadership/Influencing people
• Equipping and developing other people

6. Teach your team the 20/80 principle, or the Pareto principle.
Within this, prioritize life. What is required of me? What gives the greatest return? What give me the greatest reward? When these three line up, then life becomes wonderful.

7. Provide resources for them.
There are only three times when people change. When they’ve heard enough that they have to change; they learn enough that they want to change; or receive enough that they are able to change. Put those resources of change in their hand.

8. Require them to reproduce themselves.
They have to teach someone else what they learn. Don’t spend valuable time with people who want to consume but not share. Share the knowledge. Share the wealth.

As I can see is number 1-6 about mentoring, either yourself or other. So I can say that Maxwell have 6 very good points on the leaders to-do list.

Do you have some other things on your to-do list?

 

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You have to have empathy

As a mentor you always have to be on top, and you can´t have a «bad» day. If you do, pretend you don´t. One of the best tools for a mentor is to show empathy with the mentee. It is one of the greatest gifts you can give to anyone, the gift of attention.

The more you care, the stronger you can be. Don’t operate on the heart with a hatchet. Show your contempt for the problem and your concern for the mentee.

Be sensitive to the plight of others. You have to know about the tragedies as well as the triumphs, the failures as well as the success.

How do you build a bridge between age 12 and age 40? By remembering.

Some small techniques and  afterthought.

You have to have empathy…

 

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How to find the right mentor

The topic is still very important, how do you find the right one. The question isn´t IF you should have a mentor or not, but how to find the right mentor.

But it is not that easy… 

Here is the crash course from Leslie Rapp the director of training and development at Menttium, a provider of corporate mentoring services and research metrics on business mentoring based in Minneapolis.

 

  • First, think about you. Exactly why do you need a mentor? What do you hope to learn? Then figure out the kind of person who can best inspire you. For example, if you’re starting from scratch, look for a mentor who did, too.
  • Do you actually need a mentor? If you have a specific problem to solve, you may want a consultant. If you’re stuck in a rut, a professional coach could be a better choice.
  • Start with small talk. You meet potential mentors every day, not that they go around introducing themselves that way. Ask them about their work and their life, and see where it leads. Rapp particularly likes to ask how they came to do the work they do: «I never get a straight-line answer, and the story tells me a lot.»
  • Then spell out what you want. Asking «Will you be my mentor?» is a pretty sure way to make potential mentors flee. Instead, say you want to learn more about what they do and that they would be a great resource. Suggest meeting every quarter, or having coffee once a month. Be specific.
  • The answer may be no, and that’s OK. Keep searching, and know that you’re a good judge of character: Great mentors don’t say yes to things they can’t commit to.

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    What is your experience, tell us here at www.mentorguru.info about how you will find the right mentor for you.

    Good luck!

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    Character

    “Leadership is the capacity and will to rally men to a common purpose and the character which inspires confidence.”

    How a leader deals with the circumstances of life tells you many things about his character.  Crisis doesn’t necessarily make character, but it certainly does reveal it. We choose our character.  In fact, we create it every time we make choices. The respect that leadership must have requires that one’s ethics be without question.  A leader not only stays above the line, between right & wrong, he stays well clear of the “gray-areas.”

    What must everyone know about character?

    • Actions are the Real Indicator of Character
    • Talent is a Gift, but Character is a Choice
    • Character Brings Lasting Success with People
    • Strong Character is the Foundation on which to Build Success

     

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    Mentor Resources

    Here at Mentorguru.info we are looking for «The Best Mentoring Blog 2011» and this is a good candidate. At http://mentorguru.wordpress.com/ you can see why.

    Mentor Resources is a second largest provider of web-based software for the administration of large-scale, formal mentoring programs. WisdomShare™ has been designed for ease of use by the program administrator and participants. Mentors and Mentees are matched using WisdomShare™’s unique, proprietary matching algorithm, which uses skill requirements, job level, work experience and over a dozen personality characteristics to deliver the best possible mentoring match.

    Client results include rapid knowledge sharing for on-boarding of new hires, increased skill transfer within communities of practice, higher engagement for employee resource groups and improved sponsorship of high potential employees. Mentor Resources’ mentoring solutions are used by members of the S&P 500, FTSE 100 as well as non-profits and professional organizations in over 75 countries.

    And you can also find a lot of good information at their website. So look it up, and find out more about Mentor Resources.

    Later we will post a guest post from Elizabeth Pearce from Mentor Resource.

    So this was one of the candidates for «The Best Mentoring Blog 2011»

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    Leadership is an art

    Leadership is an art form. To become a good leader, you have to begin working on improving yourself.
    Filled with enlightening anecdotes that illustrate the qualities of the world’s greatest leaders, this must-read for any entrepreneur, manager, or executive will bring valuable lessons to push you in the right direction towards the fulfillment of your leadership roles.
    And we are of course talking about John C. Maxwell and his «The 21 indispensable qualities of a leader». I will post them one by one here on my blog. He describes leadership as an art and I agree, we need more people who look at it that way.
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    Be the leader you want to be

    “If you can become the leader you ought to be on the inside, you will be able to become the person you want on the outside. People will want to follow you. And when that happens, you’ll be able to tackle anything in this world.”

    What kind of leader are you?