Archive for January, 2014

Ways a mentor can encourage a mentoree

Posted on: January 29th, 2014 by Management Mentors presented by How To Mentor Toolkit No Comments

business mentoringMentors can encourage mentorees in the following ways:

• Affirm the mentoree in his efforts to accomplish a specific task or in the taking of risks.

• Inspire the mentoree to achieve either by modeling behavior or by sharing the values which have inspired the mentor in her own development.

• Challenge the mentoree to become who he really is and to achieve all that he can, which is often more than a mentoree believes to be possible.

• Acknowledge the mentoree in the efforts made and growth achieved. Acknowledgment from a mentor provides a sense of validation and leads to greater self-confidence.

Are High Marks Enough?

Posted on: January 22nd, 2014 by Mentoring Matters Blog presented by How To Mentor Toolkit No Comments

business_figure_at_finish_line_13178We don’t think so. The bottom line is if mentoring is making a real difference to program participants, mentoring partnerships and the organization. Are mentees using and leveraging what they’ve learned to make a difference in their personal performance and results? Are mentors fully engaged and invigorated? Are they learning?  Are they applying the lessons they learn interacting with their mentee in their own leadership teams?  Has mentoring made a significant difference in the productivity of your organization?

Gathering different perspectives can help you develop higher-level strategies and take your mentoring program to a whole new level.

1. Get the mentee manager’s perspective. What changes have they seen in their employees who are engaged in mentoring? How has mentoring impacted their job performance? Relationships with colleagues? Results?

2. Assess mentoring from a program management perspective. In what ways, directly or indirectly, has the level of mentoring support and service improved over the past year? In what specific ways, has your mentoring program evolved and grown? What innovative practices have you implemented? What new approaches did you try? How did they work? What would you do differently next time? Have your mentoring managers developed in their roles? What new capabilities did they develop?

3. Evaluate mentoring from an organizational perspective. What impact did mentoring have on your organization this past year? What has changed? Improved? What strides did participants make that are attributable, in whole or part, to their mentoring experience? To what extent and how have the attitudes and beliefs of participants, support staff and leaders changed as a result of mentoring experience?

Do business mentors counsel their mentorees?

Posted on: January 15th, 2014 by Management Mentors presented by How To Mentor Toolkit No Comments

business mentorMentors play many roles: advocate, teacher, friend, coach, cheerleader, counselor….and the list goes on. If you are considering stepping into the role of mentor, consider the different ways that you can assist your mentoree. Don’t be afraid of these roles. If you care and truly take an interest in your mentoree, you have the skills it takes.

Business mentors counsel their mentoree in the following ways:

• Listen clearly to what the mentoree says.  This means listening to the words spoken, being attentive to body language and considering the context within which the conversation occurs.  It means listening with the ears, eyes and the heart to what is said and left unsaid.

• Probe what the mentoree has said to make certain that the issue presented is the real issue.  Sometimes mentorees present an issue but upon further discussion, an underlying issue emerges that is the real cause of the mentoree’s concern.  To be most helpful, mentors need to know the “real” issues. Asking:  Why? What? How? Can you elaborate?, etc., is an
effective way to ensure understanding.

• Clarify what the mentoree is saying. Although a mentor may hear the words spoken, that does not guarantee understanding.  Using statements like, “What I heard you say was…. is that correct?  Let me repeat what I heard you say to see if  I clearly understood. .I’m not sure what you mean by….. Can you say more about that?” all invite the other person to clarify further to avoid misunderstanding. This process also assists the mentoree in communicating and understanding his/her own issues.

• Advise the mentoree about the issue before him/her. This means the mentor plays an active role in strategizing and collaborating with the mentoree on a course of action.

• Confront the mentoree whenever s/he is conducting her/himself in ways that are unproductive or detrimental to her/his growth.  Confronting the mentoree does not mean acting like a parent but, rather, presenting facts or information that will demonstrate to the mentoree that certain assumptions, ideas or actions are erroneous and need to be changed.




business mentoring

Image Credit: Hubspot

Make Mentoring Time a Priority

Posted on: January 7th, 2014 by Mentoring Matters Blog presented by How To Mentor Toolkit No Comments

Time is one of them.  When you carve out the time to mentor someone it is indeed a very special gift. Your gift of time tells that person that they matter to you, and that you value them. On the other hand, when you repeatedly postpone or cancel meetings, it sends a different message– my time is too valuable for you, our time together isn’t important or you are not worth the investment of my time.

Remember Stephen Covey’s Four Quadrant Model? Covey makes the distinction between urgent and not urgent activities and those things that are important and not important. Urgent and important items are the crises, pressing problems and deadlines that get most of our attention. We tend to put off things that are deemed important, but are not urgent – like mentoring and personal development. Because they lack urgency nothing compels us to act immediately.  Like many people, you might find yourself putting mentoring on the back burner, confident that you will get to it when the crisis du jour is over. Even with the best of intentions you don’t, because sooner or later another crisis takes its place.

If you are waiting to find the time to give to mentoring others, forget it. You will never find the time unless you make sure you make it a priority. Time has a way of slipping by and with it goes the opportunity to make a difference in someone’s life.

What You Can Do
  • Put mentoring dates and time on your calendar well in advance.
  • Commit making time for mentoring a priority.
  • If you have to reschedule, do it ASAP.
  • Select the tasks, assignments, decisions, etc. you can delegate to someone else so you can free up your calendar. (Ideally, your delegation should provide an opportunity for someone else to grow and develop.)
  • Use planning and time management strategies to make good use of the time you do have.


 Questions to Consider
  • Where does the priority of mentoring currently fit in your world?
  • Who could really benefit from quality time with you? 
  • How available and accessible are you to the people who need you?
  • What tasks are you doing now that someone else could do?