by Center for Mentoring Excellence | Aug 3, 2011 | Uncategorized
One of the best ways to keep a mentoring relationship fresh is to take advantage of multiple learning opportunities. Once you and your mentoring partner get to know each other you will have a much clearer understanding about your mentee’s situation and learning needs. Perhaps your mentee could benefit by exposure to additional knowledge, skills and experience. By reaching out to colleagues and professional networks you may be able to find out what kinds of learning opportunities they might have had or have available to your mentee.
Brainstorm a list of learning opportunities together with your mentee. As you do thinking about learning style, context, goals and timing.
Consider learning opportunities within the organization and external to the organization.
Look at your list and discuss the answers to the following:
- Which ones will help the mentee gain exposure to new learning?
- Which will reinforce learning?
- Which will accelerate learning?
Try to flesh out your list so that it is robust. Think outside the box to generate ideas and don’t be surprised if your mentee comes up with ideas you’ve never considered.
by Center for Mentoring Excellence | Jul 14, 2011 | Uncategorized
What do you know about the people you lead? If you know their name, job title/function, length of service, and whether or not they are a good contributor, you have already made some assumptions about them. (more…)
by Center for Mentoring Excellence | Jun 8, 2011 | Uncategorized
When it comes to the dynamics of mentoring relationships between men and women old stereotypes hold fast: women are generally more internally focused and put a priority on building relationships, valuing care, concern, and connection. Men tend to focus externally first, on tasks and results. The new model reflects a shifting paradigm that is collaborative and egalitarian. (more…)
by Center for Mentoring Excellence | May 30, 2011 | Uncategorized
We base our assumptions on our experiences, and they determine how we see the world. The problem is that we then act on our assumptions and add our own meaning to them, even though they may not necessarily be valid. If we are off the mark, it compromises our relationships by affecting communication and adversely our level of trust. (more…)
by Center for Mentoring Excellence | May 25, 2011 | Uncategorized
Team members often look to their leaders to keep individual team member behavior in check. (more…)
by Center for Mentoring Excellence | May 18, 2011 | Uncategorized
What is the most frequent complaint leaders have about their leadership team members? (more…)
by Center for Mentoring Excellence | May 8, 2011 | Uncategorized
Do you know anyone who seems to know everyone and immediately fits right in the minute they enter a room? Making connections with people is a talent which some people innately have. Others cultivate it. (more…)
by Center for Mentoring Excellence | Apr 29, 2011 | Mentoring Relationships
GenXers wanted to be valued for their individuality. They seek work-life balance. They want opportunities to build new skills and are whizzes at multitasking, having developed the capacity to process of lots of information simultaneously. They want to be challenged at work and not micromanaged. Feedback on their performance and recognition of their contribution are important to them.
If you are mentoring a Gen-Xer, you will want to keep the following eight strategies in mind: (more…)
by Center for Mentoring Excellence | Apr 18, 2011 | Mentoring Relationships
As Boomers find themselves seeking new ways to work, taking on different responsibilities, and moving to other roles, they turn to mentoring to help them close their knowledge gaps. They look for mentors who have specific subject matter expertise and tend to prefer hands-on learning experiences. They value individual achievement, recognition and feedback. (more…)
by Center for Mentoring Excellence | Apr 11, 2011 | Mentoring Relationships
GenYs look for mentors who can offer them hands-on experiences that will empower them to take the next step. They prefer positive, collaborative, achievement-oriented mentors who will take them seriously. They naturally seek mentoring because they see their growth and development as a priority. (more…)
