Kategori: Trends

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From Figures to Futures: How Accountants are Redefining Mentorship in Business

In the evolving landscape of business, where agility and strategic insight command the forefront, traditional roles are being reimagined to meet these new demands. Among them, accountants are stepping beyond the bounds of ledgers and tax filings to embrace a more holistic, mentorship-focused approach. This transformative shift is not just redefining what it means to be an accountant but is also reshaping how businesses envision growth and success.

Why a Mentorship-Driven Approach Matters

Traditionally, the relationship between a business and its accountant was transactional—centered around compliance, record-keeping, and financial reporting. Today, however, forward-thinking accounting firms are breaking this mold. They are evolving into strategic partners that not only crunch numbers but also craft futures. This paradigm shift towards mentorship in accounting is proving to be a game-changer for businesses seeking not just to survive but to thrive.

Accountants as mentors mean that businesses now have allies equipped with financial acumen and business insights capable of guiding them through complex decisions and market dynamics. These professionals help businesses interpret financial landscapes, manage risk, and seize opportunities in ways that were previously untapped.

Strategic Guidance and Informed Decision-Making

When accountants step into their roles as mentors, they bring a wealth of knowledge that spans beyond general finance. They help business leaders understand the implications of their financial data, providing insights that inform strategic planning and decision-making. From budget forecasts to growth strategies, accountants as mentors ensure that business decisions are both data-driven and strategically sound.

Navigating Challenges with Expert Insights

The journey of a business is fraught with challenges—from cash flow issues to regulatory demands and economic fluctuations. Accountants as mentors are uniquely positioned to guide businesses through these challenges, armed with expertise in financial regulations, economic trends, and industry benchmarks. They provide a steadying hand on the tiller during turbulent times, helping businesses to not only navigate risks but also to position themselves advantageously for future growth.

Building Long-Term Relationships

The shift towards a mentorship model also signals a deeper commitment to client relationships. Accountants who act as mentors invest in the long-term success of their clients, fostering relationships built on trust and enhanced communication. This partnership approach encourages a deeper dialogue about goals, strategies, and visions for the future, aligning business efforts with financial tactics more seamlessly than ever before.

Conclusion: The Accountant of Tomorrow

The accountant of tomorrow is more than a number cruncher; they are a pivotal part of their client’s strategic advisory team. As businesses continue to navigate an increasingly complex world, the value of having a mentor who understands both the minutiae of finance and the broader strokes of business strategy becomes clear. Accountants are not just preparing tax returns; they are preparing businesses for a prosperous future.

In embracing this role, accounting firms are not only enhancing their service offerings but are also setting a new standard for what it means to be a true partner in business. It’s about building futures together, not just balancing books. And in this new era, that makes all the difference.

Call to action: Check out the podcast episode…

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Knowledge Industry vs. Self-Education Industry: A Showdown (7 minutes of your life well spent)

First things first: let’s define the playing field.

The Knowledge Industry is the cool cousin in your professional family, dealing with sectors that produce, refine, and distribute the most powerful substance known to humankind: knowledge. We’re talking education, R&D, IT solutions that make your brain hurt just thinking about them, and those elite consultants who probably charge per second.

Then, there’s the Self-Education Industry. Imagine all the DIY enthusiasts but for learning—people pursuing knowledge outside traditional classrooms, armed with Wi-Fi and too much caffeine. This is the space of online courses, e-books, webinars, video tutorials, and apps. It’s like Hogwarts for grown-ups who want to learn accounting or advanced salsa from their couch.

The Good, the Bad, and the “Why Am I Doing This?” of Self-Education

The Pros:

  • Flexibility that fits around your chaotic life.
  • Customizable learning paths that don’t require a thousand-page syllabus.
  • Skills are as fresh as that “first day of school” outfit.

The Cons:

  • Quality control that sometimes makes you wonder if your instructor just Googled the syllabus.
  • The paradox of choice—too many courses make you click on Netflix instead.
  • Lack of hand-holding, which can be great until you’re metaphorically drowning in educational PDFs.

The Titans: Udemy and Coursera

Udemy is like the Walmart of online learning. Need to know how to code? Check. Want to learn underwater basket weaving? Double-check. With over 100,000 courses, there’s something for everyone, and most courses are priced in that sweet $25-$200 range. But watch out: anyone can teach, so sometimes it’s more “Steve from accounting shares Excel tips” than “Professor from MIT breaks down quantum physics.”

Coursera, on the other hand, is Udemy’s more academic, snooty sibling. Backed by universities and offering everything from certificates to degrees, Coursera boasts partnerships with over 100 Fortune 500 companies and 82 million students. The downside? It can lean more theoretical, so you might learn the art of persuasion but still not convince your dog to stop barking at 3 a.m.

Why Coaches and Mentors Should Care – “Ah, I see” moments for mentors and coaches

Now, why am I, a man who prefers deep conversations and caffeine to trends, waxing poetic about the Knowledge Industry? Because, my friends, this trend could be your ticket to a bigger impact (and, let’s be honest, a healthier bank account).

Three key benefits for coaches and mentors:

  1. Staying Updated: The Knowledge Industry is like a buffet for your brain. Want to learn the newest techniques in motivational interviewing? Need a brush-up on emotional intelligence? There’s a course (or ten) for that.
  2. Building Expertise: Specialization is the name of the game. Why not position yourself as “the coach who conquered executive coaching” or the mentor known for mindfulness workshops that leave participants Zen’d out?
  3. Monetizing Your Knowledge: Why not throw your hat into the self-education ring by developing your own course? Be the Udemy instructor you wish you’d had.

Mark Your Digital Territory

Let’s talk about social media, the necessary evil. If you’re not using it, you’re basically coaching in a void. Here’s how to stop lurking and start thriving:

Pro tips:

  • Know Your Audience: LinkedIn for the suit-and-tie crowd, Instagram for those who live on avocado toast.
  • Make Your Profile Pop: Ditch the selfie and bring on the pro headshots. No one trusts life advice from someone with an angle that screams, “My arm is my tripod.”
  • Engage, Engage, Engage: Social media is a two-way street. Reply to comments, share insights, and don’t be afraid to slide into relevant DMs (professionally, of course).

And don’t underestimate the power of video content—people love seeing a face behind the tips. It builds trust faster than a free coaching session.

The Final Countdown: Online Presence Matters (because who doesn’t want to be found?)

To wrap up, here’s why you need an online presence:

  • Visibility: The more you show up online, the more likely you’ll be found by someone who really, really needs your expertise.
  • Credibility: Sharing knowledge makes people trust you. Sharing success stories makes them want to trust you.
  • Scalability: With an online footprint, you can go from coaching 10 people a month to inspiring thousands with webinars, online courses, and e-books.

In conclusion, the Knowledge and Self-Education industries are like the Wild West, full of opportunities waiting for coaches and mentors who dare to explore. So saddle up, build that online profile, and start sharing your brilliance. Your future clients are just a course or social media post away from finding you.

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The Self-Education Industry: A New Era for Coaches and Mentors

Welcome to a world where self-education is more than just a trend; it’s a lifestyle and a necessity in our continuous pursuit of knowledge. With a global value of 15 billion dollars, the self-education and knowledge industries have opened up a new dimension of possibilities for both educators and learners.

In this blog and in my podcast, I will explore how we as coaches and mentors can navigate and benefit from this flourishing sector. From offering personalized courses on online platforms to tailoring learning methods to meet our clients’ needs, the opportunities are endless.

The self-education industry is built on principles of accessibility and flexibility, making learning possible for everyone, everywhere. This aligns perfectly with our goal as mentors: to facilitate personal and professional growth. By leveraging resources like online courses, webinars, and digital libraries, we can support our clients on their learning journeys and provide them with the tools they need to succeed.

I will also discuss strategies for marketing our services through social media, building an online presence, and how we can use technology to engage and inspire our audience. By sharing success stories and valuable content, we can establish ourselves as reliable guides in a world driven by knowledge and learning.

Join the journey, and let’s explore together how self-education can transform our practice and illuminate our clients’ learning journeys. Let’s take the steps together toward a more enlightened and knowledgeable future!

The podcast I am referring too is The talk – by Mentorguru which is mostly in Norwegian, but some also in English. And this particular episode I will record in English and put it out on YouTube.

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The Futures of Artificial Intelligence in Coaching and Mentoring

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Artificial Intelligence (AI) has permeated every facet of our lives, transforming the way we work, communicate, and even learn. One area where AI is poised to make a significant impact is coaching and mentoring. The integration of AI into coaching and mentoring processes promises to revolutionize how individuals receive guidance and support, making these services more accessible, personalized, and effective than ever before. In this article, we will explore the exciting potentials and emerging trends in the future of AI in coaching and mentoring.

I witness Live testing of AI in coaching by Rebecca Rutschmann from Evoach and playing the coachee Jacob Sønderskov from Dialogisk design. It was really good and scary at the same time. Everything not in Italic is written by ChatGPT.

  1. Personalized Coaching and Mentoring

Artificial Intelligence (AI) has permeated every facet of our lives, transforming the way we work, communicate, and even learn. One area where AI is poised to make a significant impact is coaching and mentoring. The integration of AI into coaching and mentoring processes promises to revolutionize how individuals receive guidance and support, making these services more accessible, personalized, and effective than ever before. In this article, we will explore the exciting potentials and emerging trends in the future of AI in coaching and mentoring.

One of the most promising aspects of AI in coaching and mentoring is its ability to provide tailored guidance to individuals. AI can analyze vast amounts of data, including personal goals, preferences, strengths, and weaknesses, to create a personalized coaching experience. This means that the advice and support offered are specifically designed to meet each person’s unique needs and objectives, maximizing their chances of success.

  1. Virtual Coaches and Mentors

Imagine having a mentor or coach available to you 24/7, ready to answer questions, provide advice, and offer support whenever you need it. AI-powered virtual coaches and mentors can make this a reality. These digital mentors can simulate coaching sessions, track your progress, and help you navigate challenges, making guidance accessible to those who may not have access to human mentors.

  1. Skill Assessment and Gap Analysis

AI can assess an individual’s skills and competencies with precision. By analyzing performance data and comparing it to desired outcomes, AI can identify skill gaps that need attention. Coaches and mentors can then develop targeted development plans and provide resources to bridge these gaps effectively.

  1. Natural Language Processing for Communication

Effective communication is a cornerstone of coaching and mentoring. AI, equipped with Natural Language Processing (NLP), can analyze written and spoken communication, such as emails, reports, and presentations, and provide feedback on how to improve. This can be invaluable in helping individuals enhance their communication skills, a critical element of personal and professional growth.

  1. Emotional Intelligence Enhancement

AI can also play a role in enhancing emotional intelligence. By analyzing emotional cues in conversations and interactions, AI can provide feedback on understanding and managing emotions. This aspect of coaching and mentoring is essential for personal development and building better relationships.

  1. Data-Driven Decision Making

AI can offer coaches and mentors valuable insights by analyzing data and tracking progress. This data-driven approach ensures that coaching and mentoring decisions are based on objective information rather than subjective judgments, leading to more effective guidance.

  1. Accessibility and Inclusivity

AI-powered coaching and mentoring platforms have the potential to enhance accessibility and inclusivity. These systems can provide support to a wider range of individuals, including those with disabilities, people in remote or underserved areas, and those from diverse cultural backgrounds.

  1. Continuous Learning and Improvement

AI is constantly learning and adapting. As individuals interact with AI coaching and mentoring systems, these systems can improve and provide increasingly valuable insights and guidance over time. This iterative learning process ensures that users receive the best possible support.

  1. Ethical Considerations

While the potential of AI in coaching and mentoring is immense, it also raises ethical considerations. Data privacy, algorithmic bias, and the risk of overreliance on technology are all important issues that must be addressed to ensure that AI is used responsibly and with the best interests of individuals in mind.

  1. Augmented Human Coaching

The future of coaching and mentoring may involve a harmonious blend of human and AI involvement. AI can handle routine tasks, provide data-driven insights, and assist with specific areas, allowing human coaches and mentors to focus on more complex and nuanced aspects of mentoring relationships.

Conclusion

The future of artificial intelligence in coaching and mentoring holds tremendous promise for transforming these processes into more personalized, accessible, and effective experiences. While the potential benefits are vast, it’s essential to approach the integration of AI in coaching and mentoring with a balanced perspective, addressing ethical concerns and ensuring that technology serves the best interests of individuals seeking guidance and support. As AI continues to evolve, so too will the opportunities for growth and development in coaching and mentoring relationships.

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Redesigning the Future

«Redesigning the Future» was the theme of this summer’s conference hosted by EMCC Global (digital), the 27th in a row. In these post-corona times, it is quite right to think in new directions. We have seen a boom of webinars and now it is the new channel for us and also the podcast is coming. Our global president Riza Kadilar mentioned in 2019 a coaching app that had 500,000 downloads this summer (2021) the same app 2.5 million downloads.

I do not think anyone will lose the job of a robot, but we must find ways to integrate our work and practice with relevant technology. At the same time, we must also find ways to create digital communities where we can improve the ongoing dialogue between recipients and practitioners.

EMCC focuses on the digital that will play and save role to improve our services and our offerings and at the same time they will also put and special focus on hosting platforms.

In any case, I think I am at the forefront of development when I am a member of an organization with over 10,000 members in 85 different countries that has this as its focus.

At least I’m excited to being part of redesigning the future the EMCC way … what about you?

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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

	


	







		

		
Publisert 
Types of Mentoring
	


			

			
							
		

	
	

		
The Sodexo 2013 Workplace Trends concludes with different types of mentoring and say that new approaches to mentoring can empower workers to direct their own career development in greater ways. Here are some different types…


Topical mentoring

Topical mentoring leverages both the expertise of leaders and the collaborative experience of other learners. One or more advisors lead numerous learners in conversation, knowledge sharing, and practical application related to a specific learning topic or around a point of affinity. People can find or create learning groups on their own, or organizations can manage the process. People learn from the advisors and from other learners, helping to build deep expertise across the enterprise.


Situational mentoring

Situational mentoring gives individuals a way to address immediate learning needs with one or more advisors. Several people can offer solutions and ideas at the same time so that learners get quickhitting answers on a high-impact issue, problem, challenge, or opportunity within a short amount of time. Learners then synthesize this knowledge into a solution that fits their need and bring that solution back to their job in a timely manner.


Peer mentoring

Peer mentoring connects colleagues at the same hierarchical level in the organization but who may be in different functions or divisions. Learning relationships of this sort are particularly beneficial because peers can be a great source of social support and encouragement. They understand and experience the same organizational pressures based on position in the organization, and can provide breakthrough insight and advice from someone who truly gets it.


Reverse mentoring

Reverse mentoring places those who would typically be considered advisors into the learner role, and those typically considered learners into the advisor role. Reverse mentoring often exposes organizational leaders to new trends in technology, new ideas and innovations, and new perspectives of younger generations, while also bringing bright young minds to the attention of seasoned leaders.


Open mentoring

Open mentoring programs that promote self-directed relationships allow people to address their own learning needs in a manner of their choosing, while still aligning with overall organizational goals. Using technology to facilitate distance mentoring lets people collaborate with one or more mentoring partners on a global basis and allows the programs and mentoring networks to grow organically throughout the entire organization.


 


Both open mentoring programs and reverse mentoring is old news, but interesting enough. I have been in this business over a decade and been doing both reverse mentoring and open mentoring programs and I know they works.

	


	





		

		
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How did we come to this?
	


			

			
							
		

	
	

		
This new mindset around mentoring is not a fad or “flavor of the month” type of HR process; it is an emerging approach to enterprise-wide self-directed development. It is the natural evolution resulting from people’s desire to connect with and learn from others, and the organization’s desire to have a better understanding of the impact and ROI of learning and development processes. It is what both individuals and organizations have been asking for, without really knowing what to call it.


 


Modern mentoring is fast becoming a must-have solution for companies of all sizes. Those organizations that wait too long to make the transition to the modern view of mentoring will find themselves struggling to retain and find talented employees who feel they can grow with the company. 


 


Generational Views on Mentoring Traditionalists (born between 1922 & 1945)

are hardworking, loyal to their organization, and respectful of those in authority. They want learning that is predictable, practical, and delivered by experts. They also need to share their experience and expertise with others to feel valuable.


Baby Boomers (born between 1945 & 1964)

believe in participative management and work hard for personal gain. They want to be involved in learning that has an immediate payoff to their job. They need more help in developing the complex relational skills involved in leadership.


Gen Xers (born between 1965 & 1980)

tend to be skeptical of those in authority and seek a better work/life balance. They are also often fiercely independent and have more of an entrepreneurial spirit. They want learning that is collaborative, peer driven, and relationally balanced. They need help settling on a career path that is both challenging to them and fits the needs of the organization.


Millennials (born between 1981 & 2000)

are hopeful, multi-tasking Web-surfers. They want learning that is on-demand but highly social and network oriented. They need help learning the foundational skills and social awareness needed to be effective in the organizational culture. Due to the exposure and ready access that they have had to information and resources as they have been educated, they don’t have patience for learning processes that take too long.


This is so very interesting and I can´t wait to be a part of the future of mentoring, with more than a decade of experience I am all for the future…