Are you interested in introducing Mentoring as part of your Talent Development Strategy? Would you like to learn the best practices in mentoring and discover the tools and strategies that can make it a success? If the answer is yes, you may like to join me at the 2015 International Mentoring Association Conference in Phoenix,
In my experience of developing leaders, one of the “Top 10 Questions to Answer in Mentor Training” is “What am I missing? Are there any mentoring tips or ‘tricks of the trade’?” That’s a difficult question to answer. If you don’t know what you don’t know, how am I supposed to know what you don’t
People are unpredictable. When you’re entering a new relationship, you’re entering the unknown. It’s no wonder that when managers embark on mentoring, they’re keen to amass key mentoring tools and techniques that might help them. And the reality is there are many mentoring tools and techniques. In their excellent book, “Techniques for Coaching and Mentoring“,
As I said in my blog post, Top Ten Questions to Answer in Mentor Training, the number one question the mentors I train want the answer to is, “What does good mentoring look like? How will I know if I’m doing a good job?” There are plenty of articles on the Internet that will try to answer
Mentor Training | My Top 10 Questions When HR and L&D professionals hire me to train their mentors, one of their concerns is often that the mentors who are attending are senior people and are likely to have had a fair bit of experience of mentoring themselves. Their concerns are usually unfounded. In my experience, people who
Trying to plan the perfect mentoring programme? Perhaps this blog post can help. A while ago I wrote a blog post on How to Find a Mentor which received several positive comments. It also prompted questions about how to set up a formal mentoring programme within an organisation. One of the mistakes I often see organisations make
In my last post I gave you several pieces of evidence that make the case for mentoring within organisations. I included research, data and statistics that you can use to present a rational, logical case. But we’re talking about people here. And people aren’t always rational and logical. To engage people with the idea of mentoring, you
Are you keen to invest in mentoring in your organisation but not sure what evidence or research is available on the return on investment you can hope for? If so, you’re not alone. In my experience, most leaders and HR professionals instinctively know the value that mentoring can bring to employees, managers and their organisation. But
I was very flattered to be contacted on the subject of Mentoring Programmes a few weeks ago by the editor of Mentoring & Coaching Monthly, at the UNM Mentoring Institute. The editor was interested in my perspectives on the development of mentoring programmes and wondered if I would be willing to help them by participating in an interview for publication in their June
Earlier this year I presented at the Association for Coaching Conference. The theme of the conference was “Time to Develop” and my session was about the role of coaching and mentoring in talent management strategy. After a preamble looking at the talent management challenges faced by organisations and why talent management is important, I went
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