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The major reason for setting a goal is for what it makes of you to accomplish it. What it makes of you will always be the far-greater value than what you get.


When Andrew Carnegie died, they discovered a sheet of paper upon which he had written one of the major goals of his life: to spend the first half of his life accumulating money and to spend the last half of his life giving it all away. And he did!


Some people are disturbed by those tough days because all they have is the days. They haven’t designed or described or defined the future.


Goals. There’s no telling what you can do when you get inspired by them. There’s no telling what you can do when you believe in them. And there’s no telling what will happen when you act upon them.


We all need lots of powerful long-range goals to help us past the short-term obstacles.


The ultimate reason for setting goals is to entice you to become the person it takes to achieve them.


Don’t set your goals too low. If you don’t need much, you won’t become much.


If you go to work on your goals, your goals will go to work on you. If you go to work on your plan, your plan will go to work on you. Whatever good things we build end up building us.


We all have two choices: We can make a living or we can design a life.

How to Get More from Your Mentor



A senior publishing executive at William Morris once told me how baffled she was when an aspiring literary agent asked her to be a mentor. She looked at me and said, "She’s got to make me want to be her mentor. Isn’t she supposed to do something for me?" The answer is a definitive yes.

A mentor can prove invaluable when it comes to providing insight into your organization, inside information about the politics of the place, or just some over-the-shoulder advice about who to work with and who to stay away from. Mentorship, however, is a two-way street — and you’ve got to figure out how to repay the favor and make the relationship work for both of you.

 To read the whole article, click here:


What To Talk About When There’s Nothing To Talk About



In the time-poor environment that we have created, mentorees are very concerned about wasting their mentor’s time. Mentorees are often hesitant to contact their mentor or schedule meetings when they have no burning issue to discuss. This is a mistake.

You might feel there’s no point meeting at times when you have no problems. When you are working toward longer-term goals and are progressing but have no current actions or outcomes to discuss, a meeting may seem unnecessary. And it’s easy to skip meeting if you are very busy with day-to-day activities and haven’t focused on your personal development since the last mentoring conversation.

It is good to have an agenda for mentoring conversations, even if it’s just a few bullet points, because it shows respect for the mentor’s time, it helps maintain focus and provides both parties with a sense of accomplishment and completion. However, a lack of an agenda should not stop a mentoring conversation. Mentors may need to take the lead to reassure their partner of their commitment because mentoring conversations when it seems "there’s nothing to talk about" may be vital.


No Problem

Mentoring conversations are not just about solving problems or making decisions. They are about the availability of a person, with whom to have a conversation that provokes creative and critical thinking. A key benefit of mentoring is the relationship. However, the relationship needs to be established and well maintained if problems or important decisions are to be confidently shared when they do arise.

Conversations about what is going well are extremely useful too. Celebrating success is not simply a feel-good exercise. The purpose of mentoring is to create and capture insight, then use it. Reviewing positive outcomes and satisfaction will reveal and reinforce the constructive behaviours that led to success and clarify personal values and priorities. By listening and questioning a mentor can facilitate much greater awareness and positive actions that will enhance the mentoree’s life.


Long-term Goals

People often use mentoring to identify career direction and work towards it. These goals are not usually achieved over night but as a result of specific actions over time. So naturally, there will be pauses between. In a mentoring program over a finite period, the early momentum can come to a halt after initial action steps are implemented. Some mentoring relationships can survive long gaps between contacts but some won’t. People wonder how best to get value in the interim.

It is useful to have a "default agenda" a standard format that produces constructive conversation. This could be as simple as reviewing the week/fortnight/month’s highlights and low points and accomplishments. The mentor may ask a series of questions that prompt reflection and learning, such as: "what’s working well for you, right now?" and "what could be improved?" My mentor asks: "what is your greatest challenge, right now?" A new, short-term goal and actions, or at least awareness and focus, often result.


Personal Development

No matter what qualifications, age or career stage one has achieved, on-going personal development is a must. Even if an individual development plan negotiated with a manager, linked to performance appraisal and formalised, taking personal responsibility for self-directed learning and development is essential. It is easy, to let the demands of day-to-day work and hectic life style get in the way of personal aspirations and our growth as a human being. If we lose sight of what is truly important, if we have no sense of purpose, life can become a meaningless round of chores interspersed with moments of instant gratification.


Mentoring conversations are all about discovering meaning and purpose – for mentors as well as mentorees. The mentor might share his or her own life-lessons and insights that led to personal development. This can be immensely valuable to both parties .

The social support offered by relationships, should not be underestimated in the too-busy life so many of us lead. When you don’t have time, or have nothing to talk about may be exactly the time to have a mentoring conversation! Investing time really communicating another human being, taking time out to pause and reflect or simply stoping to smell the roses (or the coffee) is never a waste of time! That’s how mentoring works.


Working book for the mentee

 Last week my latest book for the mentee was finished and came from print. I use "print on demand" and


The book looked very god in the new design, and I have started on translate it to english. I have a good friend in the US who will do it for me. As a lawyer, writer and trainer he knows what to do. 


Bur for now the book is in norwegian, just send me an email if you want to order.


The price is Euro 16,25 + shipping.

The adept book

 Right no I am working at my second edition for my first book, still in norwegian. But I hope it will be English/American within short time.


The book is a working book for the adept. I use the world adept, and others use protegee, mentees and maybe some other names. I use adept because it it is from the Latin language and the meaning is  a apprentice. 


Do you have some opinions about what is best to call the person. Please write it here at my blogg.

Who needs a mentor? (Idea + Mentor = Start Business, Part 2)

You could read about Cloe Holding, the founder of, earlier in my blog and at In part two she was talking about some details in the adept/mentor relationship that I found important to put out here. Many are a bit scared to get a mentor because of all the spotlight and commitment, better to try to do it alone when no one watching, they think. But this can be said over and over again, do it! Get a mentor and you will work smarter, faster and maybe even get better results.

Read about Cloe Holding and what she says, and especially the last sentence. Thank you Cloe!
How did you find the response for the request for a mentor?
“I found the mentoring trial interesting, but also incredibly time consuming and I have found it hard juggling a lot of priorities at the moment.”
What did you get from the mentorship till now?
“I think that one gaines a lot of experience and information from every conversation that one has. Certainly just hearing about people out there who have done something similar and lived to tell the tale is incredibly valuable. I certainly enjoyed hearing about other entrepreneurs and the businesses they have managed to establish.”
Are you in contact? How, by phone, text or in person?
“I do think that to build a lasting relationship you need to meet people and connect with them on a personal level. So I don’t know if I will keep in touch regularly with any of the mentors that I emailed, although I would definitely keep in touch now and again when I wanted to seek some advice or if I encountered a problem in the field of expertise that they were specializing in.”
Can you recommend it?
“Anyway, I did enjoy the process and really appreciate being able to be involved – it has taught me a lot!”


Ten Tips For Finding A Mentor

Krishna De wrote in the Sunday Times article 7. of september (, that one of the suggestions she made to enhance your presentation skills is to work with a mentor.

But what can you do if there is no formal mentoring programme in your company?
Where might you start in finding a mentor to support your career progress?

Here are 10 tips to help you find and get the most out of working with a mentor:

1. Consider why you are looking for a mentor – Is it about helping you progress your career? Do you want to expand your knowledge into a different sector? This will help you focus on finding a relevant mentor.

2. Explore what you are looking for in a mentor – Are you looking for someone to be a great sounding board? Do you want someone that is willing to share their personal experience and expertise? This will help you be clear in your communication as you approach a potential mentor.

3. Review how important it is to have a mentor close to hand – The experience and personality of your mentor is going to be a factor when approaching someone. But how important is it for you to find someone to work with face to face – or would you enjoy working with someone by phone, by Skype or even by video conferencing making use of the new social media platforms such as

4. Take stock of what you will bring to the mentoring relationship – Are you committed to taking action? What specific experience have you had that might be of interest to a mentor? In successful mentoring relationships, both the mentor and the mentee find value in the relationship, so get clear about your unique experience that will enrich the relationship between you and your potential mentor.

5. Review your immediate network – Who is it that you already know that you trust and value? Is there someone in your workplace you could approach? Perhaps your mentor could be someone you have met in a professional network you are a member of? Or could your mentor be someone you have worked with in the past? Take the time to consider all the people you already know as a potential mentor as that will make it easier for you to approach them.

6. Focus your approach – Before approaching a potential mentor, do your research. Who do you know that has worked with the potential mentor? What’s their view on how open, challenging yet supportive this person may be? Ask for advice on how to best approach the potential mentor.

7. Prepare for the meeting – Once you have identified one or two people you would like to consider to be your mentor, approach them one at a time and request an exploratory meeting either by phone or face to face. If the potential mentor does not know you, is there someone who can make the introduction for you? Make sure you have your updated CV available to provide background detail on your career to-date.

8. Outline an agenda – Keep your request for an initial meeting to be around 30 minutes – this meeting is to connect you with a potential mentor and not a first mentoring meeting. Your goal is to outline why you are looking for a mentor and to explore if they might consider being your mentor. Don’t put your potential mentor under pressure to make a decision immediately – they may need to reflect on your request given their other commitments. Also look at for how to break the ice.

9. Follow up after the meeting – After the meeting take time to follow up with the potential mentor, perhaps by sending them a handwritten note thanking them for their time meeting you. If the person you approached is not able to be a mentor for you, you could engage their support in finding a mentor.

10. Take action – If you have found a mentor to work with, then plan your first meeting and schedule it in the calendar. You can then prepare a draft agenda covering the subject areas that you would like to cover in your first meeting such as confidentiality, the way you plan you connect, how frequently you want to meet and the scope of what you would like to discuss. Seek your mentor’s input to the draft agenda – preparing for the meeting will ensure that your mentor sees that you committed to the relationship with them and will help get you off to a flying start.

Apply these ten tips and you’ll be sure to find a mentor to support you in expanding your professional success.

This article was initially published as part of a feature in Marketing Age titled ‘Get Thee A Guru’ which you can access HERE :