by Center for Mentoring Excellence | Jun 30, 2018 | Advice for Leaders, Facilitating Learning, Growth and Development, Mentoring Communication, Mentoring Questions, Mentoring Relationships, Mentoring Training, Supporting Mentors and Mentees
By Paula Pant Posted: 10/16/14 Updated: 11/10/17
In addition to helping large Fortune 500 companies, #mentoring is beneficial to small businesses as well. For Entrepreneurs, There Are Some Questions You Just Can’t Research Online
You’d love to become your own boss. You’ve always dreamed of starting a cake business, running your own car dealership, or launching a consulting practice.
Lately, that dream has morphed into a plan. You’ve built some savings. You’ve carved out a home office. You have approval from your spouse.
But there’s one incredibly important piece of the puzzle that you may be lacking: a mentor.
Why a Mentor?
You can read all the books about writing business plans, managing self-employment taxes and filing LLC paperwork. You can study the biographies of the leaders in your field. But unless you have a trustworthy person who can provide direct feedback that’s unique to your situation, you won’t be able to improve as quickly or as well.
Mentoring is essential in any field. If you’re a software programmer, meet with your mentor monthly to ask whether you should stick with JavaScript or learn Ruby on Rails. If you’re a professional writer, send your mentor one article per month and ask for feedback on style and tone. If you flip houses, show your mentor your operating budget and request advice on how to manage contractors.
So where can you find a mentor? To read the rest of this article click here.
by Center for Mentoring Excellence | May 14, 2018 | Advice for Leaders, Facilitating Learning, Growth and Development, Making Mentoring Work For You, Mentoring Communication, Mentoring Questions, Mentoring Relationships, Mentoring Training, Supporting Mentors and Mentees
You’ve come so far in your mentor/mentee relationship! Take a breath and take a look at all you’ve accomplished over the past 12 months.
Do you remember where you began a year ago? What was the quality and tone of that relationship then? What were your goals and visions?
Where are you now…and even more exciting, Where are you headed for the next 12 months?
Next month we begin a whole new series of tips! So, dream, journal and wonder at your next level…and stay tuned for more.
by Center for Mentoring Excellence | Mar 19, 2018 | Advice for Leaders, Alignment, Assumption Hunting, Checking Out Assumptions, Facilitating Learning, Goal Setting Conversation, Group Mentoring, Growth and Development, Making Mentoring Work For You, Mentoring Communication, Mentoring Questions, Mentoring Relationships, Mentoring Training, Supporting Mentors and Mentees
Celebrate Success!
How long has it been since you’ve taken a look at the progress you’ve made? As a mentor? As a mentee? In your business? In your personal growth?
We encourage you to take time each quarter with your mentoring partner to celebrate your achievements. What are the demonstrable improvements in outlook, behavior, performance and work satisfaction since your mentoring relationship began? Get specific and outcome-focused. We can’t fully appreciate where we are until we’ve celebrated how far we have come.
by Center for Mentoring Excellence | Mar 5, 2018 | Advice for Leaders, Alignment, Assumption Hunting, Checking Out Assumptions, Facilitating Learning, Goal Setting Conversation, Group Mentoring, Growth and Development, Making Mentoring Work For You, Mentoring Communication, Mentoring Questions, Mentoring Relationships, Mentoring Training, Supporting Mentors and Mentees
Checking in on Goals
How will you know whether or not you’re achieving your goals?
When you get results? Yes. Sometimes that’s the case.
More often the knowing and the awareness of where you are at with your goals lies in the simple, and powerful, action of checking in. You can do this on your own, with a friend, cohort or mastermind and/or with a mentor.
The real work of refreshing your memory and looking at your goals, framing them in your vision, is actually so simple that many overlook it. You won’t when you actively follow this tip.
by Center for Mentoring Excellence | Jan 25, 2018 | Advice for Leaders, Assumption Hunting, Checking Out Assumptions, Facilitating Learning, Goal Setting Conversation, Group Mentoring, Growth and Development, Making Mentoring Work For You, Mentoring Communication, Mentoring Questions, Mentoring Relationships, Mentoring Training, Supporting Mentors and Mentees
One of the biggest stumbling blocks for mentoring pairs is staying on track over the course of the year.
To make sure you avoid this potential trap, make sure you determine how to manage your mentoring time:
How often and how long will you meet?
How will you handle and reschedule cancelled meetings? Consider using an agenda, preparation, and journal as vehicles for maximizing learning. Your schedule holds and organizes your most valuable asset – your time.
For new mentor/mentee relationships, the development of an agreed-upon framework will not only set expectations, but also support focused meeting times so you both get the most out of your time together.
For more experienced pairs, referring back to the framework (or creating a new one) is a great way to a mentoring relationship back on track.
Ready for more? Review the Mentor’s Guide: Facilitating Effective Learning Relationships for more support, insight and tools.
by Center for Mentoring Excellence | Oct 12, 2017 | Goal Setting Conversation, Growth and Development, Making Mentoring Work For You, Mentoring Communication, Mentoring Questions, Mentoring Relationships, Mentoring Training, Supporting Mentors and Mentees
Imagine this scenario:
You are hidden in the cubicle next to your supervisor when a colleague drops by to ask her about your performance and contribution to her team. In your dream scenario, your supervisor raves about your work ethic, your analytic skills, your strong relationships with co-workers and members of the leadership team.
That, of course, is what you would like to hear! But in reality, do you have a real handle on what others would say about you? Do you know how your mentor might answer that question?
Managers wish employees would come to them to ask how are they are doing, and what specific areas they should work on. Mentors feel the same way. It’s a lot easier and more comfortable to provide feedback when a mentee seeks it out and is open to working on him or herself. While we all seek positive feedback, we also need to be open to hearing a frank assessment of what holds us back or gets in our way. And, most importantly, we need to be prepared to work on ourselves once an area has been identified.
Here are 5 tips in asking for feedback from your mentoring partner:
- Be clear and specific about what feedback you’re looking for. First, start on a positive note by asking about areas of strength. Then, ask about two areas your mentor feels you need to work on. (Two keeps it limited and doable.)
- Check for understanding (especially around constructive feedback) without getting defensive. If you are unaware of the issues your mentor is raising, ask for an example of where you fell short (again, without being defensive or aggressive). Make sure you agree on what behaviors would help correct deficiencies.
- End the conversation on a positive note. Thank your mentoring partner for their feedback.
- Take time to reflect on what you heard. Think about how the feedback you received might be impacting other areas of your personal and professional life. Set aside any negative feelings you have about what you heard by remembering that this feedback was designed to help you grow and develop.
- Address the areas that have been raised by taking action. Become more conscious about your behaviors and how they affect others and your work. Check in (but not too soon) with your mentor to determine if what you are doing differently is making a difference.
How do you like to ask for feedback?
