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…)
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…)
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…)
Team members often look to their leaders to keep individual team member behavior in check. (more…)
What is the most frequent complaint leaders have about their leadership team members? (more…)
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…)
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…)
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…)
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…)
The definition of mentoring varies among cultures. How the word mentor is culturally understood can alter the very essence of a mentoring relationship. For example, the word mentor might be closely related to teacher, supervisor, or expert in another cultural context. It might not translate directly, or it could connote a negative association because of a perception that it is a position of weakness to seek a mentor. (more…)
