I am asked on a daily basis to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here is one those questions and my response.

Q: How would you mentor a talented intern who has great potential but has difficulties in communication with other staff? The intern has difficulties with eye contact and voice projection.

Some of the difficulties that you have mentioned usually indicate a self-esteem/self-confidence issue. I have worked with people regarding their personal growth where self-esteem and self-confidence required some work. We would first work on understanding who they are –their self-worth, and would use a number of techniques to help them understand and believe in themselves.

I then focus on giving them the essential tools they need to communicate effectively. As their mentor I would be guided by their body language which can tell or confirm a story of the journey they are on. There are a number of other things that we could do to address this challenge.

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Doug Lawrence is the founder of TalentC® and the co-founder of the International Mentoring Community (IMC).

Doug Lawrence leads organizations to experience how mentoring will encourage workforce culture to flow in harmony (mentors), improve productivity from employees (mentees), reducing costly employee onboarding improving the bottom line (organizations).

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug’s Practice of Mentoring has resulted in his accumulation of 1,950 hours of mentoring (in person and virtual), 199 hours of speaking opportunities and 672 hours teaching others how to effectively mentor.

Doug is a volunteer mentor with the Sir Richard Branson Entrepreneur Program in the Caribbean and with the American Corporate Partners in the United States working with military personnel in their transition from military life to civilian life. Doug is currently working with researchers to examine the role of mentoring as a support for those struggling with Post Traumatic Stress Disorder (PTSD). His experience in law enforcement coupled with working with people suffering from PTSD has afforded him a unique view of mentoring and PTSD.

Doug is an international speaker and author about all facets of Mentoring. He published “The Gift of Mentoring” in 2014 with his second book set to publish in 2020.

Doug works with organizations to establish mentoring programs, influence mentoring as a culture, and provides one-on-one direct mentoring for individuals of all backgrounds and levels globally.

Contact Doug directly to discover how mentoring can improve your organization.
https://calendly.com/doug-lawrence

www.linkedin.com/in/douglawrence-mentor

 

 

 

 

 

 

 

 

 

 

 

I am asked on numerous occasions to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here are some of those questions and my responses.

Q: Have you ever mentored students on research projects remotely?

A: The short answer is yes.

The mentoring process that I use is premised on the definition of mentoring - a two way trusted relationship where both the mentor and mentee learn and grow on a personal and professional level.

Virtually mentoring does require a different skill set when it comes to mentoring but it can be just as effective if done correctly.

Q: What is an example of executive mentoring?

A: Executive mentoring typically can take place at senior levels within the organization. I work with Presidents, Vice Presidents, Directors, etc and the process that I use is much the same. The mentoring experience however is customized/tailored to the specific needs of the person requesting the mentoring.

There is a focus on their personal growth as well as professional growth. I spend a fair amount of time discussing the topic of communication and the importance of effectively communicating.

If you would like to learn more please reach out to me and we can explore this further.

Q: How important is reverse mentor ship in corporate life?

A: I prefer to not use the term reverse mentoring. The definition of reverse is to go backwards. I prefer to call it effective mentoring as it is a two way trusted relationship where the mentor and mentee are going to learn and grow on a personal and professional basis. Nothing reverse about that.

Effective mentoring is a strategic objective that all organizations need to embrace as part of their short and long term strategic plan. I have worked with organizations that have done just that and it has helped shape the culture in a positive way. It has assisted in the retaining of quality employees and reduced employee turnover. It has created an organization where people want to work because of the culture powered by effective mentoring.

Q: Is it possible to find an architect (mentor) online who will provide guidance?

A: If you do a search via Google you will generate 20M plus hits on the phrase “architect mentoring program”. Check out a few of these as some on the first page are architect associations that have a mentoring program. Some of those programs may have a virtual component to them. I am involved with an IT Association that does virtual mentoring and it works well.

Q: Architects told me to find a mentor to learn from him/her, so should I pay to a mentor or is it free?

A: If it is done via a mentor program through an association chances are that it would be free.

Some mentors will offer to mentor as their way of giving back to the profession.

Some mentors will charge for their services similar to what business coaches do.

Make sure you check out your proposed mentor as far as mentoring experience and training is concerned. They should be good at building trusted relationships, communicating effectively which would also include the ability to use storytelling to share lived experiences.

Ultimately the decision to pay for mentoring services vs getting it for free is your decision and will be guided by my comments above.

Q: How does leadership and management overlap?

A: Management: “the process of dealing with or controlling things or people.”

Leadership: “the action of leading a group of people or an organization.”

The overlap exists that both are dealing with people. How they actually deal with people is another thing. Organizations that are struggling are more than likely managing their people. Organizations that are flourishing are more than likely leading - guiding, motivating, etc.

Q: Why is it frowned upon (or is it?) to question the leader of an organization’s decisions?

A: It is all about communication and how you ask the questions regarding the leader’s decisions. If you can frame what you have to say in the form of a question and use the words “we and us” more often the results will be much better and different.

Pick and choose the place that you ask the questions as outright challenging someone and/or their decision in the presence of a number of people is not always the best path to take. Frame this in the context of a learning opportunity and ask questions accordingly.

Q: What does it mean if a smart, hardworking new hire is struggling?

A: There may be some external influences that are impacting the new hire from performing at the level that you expect.

This is a great place to have them work with a trained mentor. Having them work with an external mentor is recommended in order to maintain a level of confidentiality that is required. The trained mentor will explore the personal and professional challenges with the new hire.

The experiences that I have had with similar situations have turned out positive for the betterment of the new hire and the organization.

Q: What are the 5 best tips to reduce employee stress as a leader?

A: I would make sure that employees had the tools to manage stress and not allow it to manage them. Stress is manageable if you have the tools.

I would create a positive work environment with a culture of happiness and learning.

I would ensure that employees are engaged and empowered in the work place.

I would develop relationships with each employee to let them know that they are important and the organization will succeed if they succeed.

I would communicate regularly and would make sure that they understood how their role played a part in the organization achieving its goals and objectives.

Q: How can I grow as the leader of our group?

A: I would look for a mentor that can work with you on your journey as a leader.

A trained mentor will guide and support you and challenge you to think. Mentoring is a two way trusted relationship where the mentor and mentee learn and grow together on a personal and professional basis.

Choose your mentor wisely and embrace the power of effective mentoring.

Q: As a manager, how did you break up a verbal argument between coworkers?

A: This is a great place to use group mentoring techniques. I have done this with work groups that did not get along and with employees within the same work group and on an individual basis. One of the most important things is that you need to facilitate the dialogue and guide them where they need to go. I like to use effective communication techniques to get the conversation going and to provide them with those tools. You need to figure out the root cause for the behavior and then address that.

Q: What are some game-changing leadership capabilities?

A:

  1. Ensuring that your employees have the tools that they need to be successful.
  1. Build trusting relationships with each of your employees - it will go a long way in creating an engaged and empowered work force.
  2. Communicate effectively - listen and hear, pause before speaking, listen for trigger words and deflections.
  3. Embrace the “gift of mentoring” and have those tools in your leadership tool kit.
  4. Take time to guide not tell.

Q: Why do you need a mentor in business?              

A: A mentor is someone that can walk beside you on your business journey. I have a number of mentors - each bringing something special to the mentoring relationship. My mentor(s) are there when I need to talk my way through challenges or perhaps a change in direction. My mentor(s) are there to guide me not tell me what to do.

I think of all the people that I am working with today that are either entrepreneurs or working in the corporate space and I would like to think that the question they would ask you is, “can you afford not to have a mentor”.

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Doug Lawrence is an extraordinary mentor and mentor certification trainer with TalentC® and is the International Mentoring Community Director of Education.

Doug shows organizations how mentoring programs will influence a happy workforce culture (mentors), improve employee productivity (mentees), reducing costly employee high turnover (onboarding), improves the bottom line (organizations), which saves 150% to 200% of the annual salary of each departing employee. He provides one-on-one direct mentoring for individuals and groups, all backgrounds and industries locally and internationally.

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug is recognized as a “Most viewed writer in the Business Mentoring and Mentors and Mentoring categories on the Quora website (www.quora.com).

An international speaker and author of The Gift of Mentoring (2014), Doug’s second book is set to publish in late 2019.

Do you have a workplace crisis or issue to resolve?  Schedule a time to meet with Doug:     https://calendly.com/doug-lawrence

 

 

 

 

INTERNATIONAL MENTORING COMMUNITY: What is it and How Can You Benefit from It?

 

 

 

 

 

I am asked on numerous occasions to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here are some of those questions and my responses.

Q: What kind of strategy should I look for in a mentor?

A: While each mentor is different they should all approach the mentoring arrangement/relationship using strong mentoring concepts and techniques.

Remember that mentoring is a two way trusted relationship where both the mentor and mentee learn and grow together. A good mentor will, 1) build a trusted relationship with you, 2) be willing to share something personal about themselves in order to build trust, 3) create a safe environment for your conversation, 4) communicate effectively with you and share that technique to help you grow, 5) ask for your feedback - “what value did you get from our time together today?”, 6) Ask a series of questions to guide you to the answers - DO NOT TELL you what to do, 7) help facilitate the growth of your critical thinking skills and ideally have a calming presence.

Q: How is 'effective management' possible through the delegation of authority?

A: Delegation of authority is part of “effective management”. You should be striving for a work force that is engaged, empowered and accountable and a step towards that direction is delegation of authority.

There will be an element of trust that comes into place with delegation of authority. It will also create an environment of learning opportunities.

There are not many organizations that can demonstrate today that they are practicing “effective management”. Effective communication is always what holds them back.

Q: How do you manage a team of employees if you are not as smart as they are?

A: I would look at this from a different perspective. I would suggest that your team of employees possess certain skill sets that you may not have and you in turn possess skill sets that they don’t have. You have created the beginning of your learning and development environment.

As a leader or manager it should never come down to who is smarter than the other. What matters is that you complement each other based on the skills that you bring to the table.

As the manager or leader you need to engage and empower your team and lead them to success. If they are successful then so will you be.

As a trained mentor when I hear a statement like this I immediately begin to think of self-esteem challenges and I know that is not the case here.

Value your employees for what each brings to the table. Provide them with your guidance and show them the path that lies ahead to success for all.

Q: How can you tell if a business coach/mentor is good? Are there red flags to look out for?

A: Define your expectations up front. What do you hope to get from the relationship? One of the things that I always do with people that I am working with is to ask the question, “what was the value that we got from the time we spent together today?” A mentoring relationship is all about value. What value can the participants bring to the relationship?

Some things to consider:

  1. Watch the body language - it will tell you whether or not there is chemistry and whether or not the person is engaged in the conversation.
  2. Be mindful of your own body language as it will send a message as well.
  3. Are they present or do they appear to be someplace else when you are talking.
  4. Do they hold you accountable - what I mean by that is,  do they ask you questions to guide you to answers rather than telling you what to do.
  5. If they say something such as, “You should know how to deal with this so just go and deal with it. My time is too valuable for little things like this.” It is time to end the relationship and look for another mentor.
  6. You need chemistry, a trusted relationship and effective communication. If any or all of these are missing then it is not a relationship for you.

Q: What are the most important leadership skills for the future?

A: Effective communication is at the top of my list for leadership skills for the future. I work inside organizations from a mentoring capacity and I see the lack of being able to communicate effectively as the root cause for a lot of the challenges that they have. When we have provided employees with the tools they need to communicate effectively the difference is like night and day. Better communicators become better problem solvers. There are a lot of segments to consider when we talk about communicating effectively. Each is key to becoming that effective communicator.

Another skill set that is definitely needed for the future is the ability to build trusted relationships. Most managers, supervisors and leaders do not take the time to build those relationships. This can and will create a culture of disengagement.

It is okay to make a mistake. If we “FAIL” at something that is alright. FAIL is short for “first attempt in learning.” As supervisors, managers and leaders we need to encourage our employees to go beyond and that it is okay to make a mistake. Let’s determine the cause of the mistake, address it and move on.

Q: What are some tips to establish a solid foundation for good corporate culture in a young company?

A: There have been some very good responses to this question already.

I would offer some points from my lived experiences working as an external mentor in some organizations.

  1. Involve employees in the building of the culture. I built a culture in an organization from the bottom up and it was very rewarding for all once it was embraced. It was torn down after I left and became top down and it became a toxic work place.
  2. Share your strategic vision and work with employees to understand how their function/role in the organization on a daily basis contributes to the success of the organization. Most organizations do not do this and it is most definitely needed to build a strong culture.
  3. Provide mentorship to everyone in the organization but in particular to people that are new to the supervisor/manager role. If they do not have the tools it will be difficult to build a positive work place. I have observed this far too often and there is a solution.
  4. Leaders in the organization need to be the role models of your culture. It should be something that they do without thinking.

These are just a few things that I have observed that would assist in building a good work place culture. It can be a daunting task but the rewards are well worth the journey.

Q: How important is it to have a mentor for starting a start-up for the first time?

A: It is very important. A must have. There are number of incubators that have built in mentoring as a service that start-ups can obtain. Some offer it as part of their fee structure while others charge extra for that service and may make it mandatory.

I had an advisory board of mentors when I first started my company and it was something I could not imagine being without. Each of my mentors brought something different from their forte and lived experiences.

Q: How do I go about finding a mentor and how do you approach someone for mentorship (especially in places like NYC)?

A: I would ideally like a little more information in order to properly answer your question.

  1. What are your expectations in acquiring a mentor?
  2. Is this for personal or professional growth or both?
  3. What industry are you working in?
  4. Are there professional associations within your industry that you could check with regarding mentoring?
  5. Virtual mentoring is also a solution that you can look at it. I mentor people internationally and we do that virtually using technology to bridge the distance.

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Doug Lawrence is an extraordinary mentor and mentor certification trainer with TalentC and is the International Mentoring Community Director of Education.

Doug shows organizations how mentoring programs will influence a happy workforce culture (mentors), improve employee productivity (mentees), reducing costly employee high turnover (onboarding), improves the bottom line (organizations), which saves 150% to 200% of the annual salary of each departing employee. He provides one-on-one direct mentoring for individuals and groups, all backgrounds and industries locally and internationally.

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug is recognized as a “Most viewed writer in the Business Mentoring and Mentors and Mentoring categories on the Quora website (www.quora.com).

An international speaker and author of The Gift of Mentoring (2014), Doug’s second book is set to publish in late 2019.

Do you have a workplace crisis or issue to resolve?  Schedule a time to meet with Doug:     https://calendly.com/doug-lawrence

 

 

 

 

 

 

 

I am asked on numerous occasions to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here are some of those questions and my responses.

Q: How do you initiate a mentor-mentee relationship?

A: First off you need to find someone that could be a mentor for you. That may be from your current network or through some other sources such as a mentor software site that has a database of mentors. (www.mentorcity.com)

There are also some organizations that offer mentorship to people as part of their services that they provide. If you are an entrepreneur there are programs that have mentorship included. (www.futurepreneur.ca)

Once you have found a mentor then the next step is to set up a time to meet and define the terms of the relationship. Makes sure you both articulate your expectations so that it is clear what both parties hope to gain from the time spent together.

I usually have the first meeting and then recommend that we sleep on it. If I wake up in the morning feeling positive about the proposed relationship then I am ready to move forward. If I am not feeling good then I will work with you to find someone that you would be more compatible with.

Q: I'm a teacher and I love it, but I don't feel as if I'm a good teacher. What can I do to improve?

A: You could connect with a mentor as the first step. Your willingness to improve is the sign of a person who wants to continue to improve and continue to be of value to others.

My favorite quote is “when we stop learning, we stop leading” (Ken Blanchard). Don’ t view this as something negative but view this as an opportunity to learn and grow. Believe in yourself and the value that you bring to the classroom. As a teacher you are changing lives and you are doing that with passion. Continue your focus in that direction and believe in who you are.

Q: Can you provide an example of transformational leadership?

A: Steve Jobs – Steve Jobs has to mandatorily be one of the names in the most iconic transformational leaders the world has ever seen. His passion for perfection, simplicity and sophistication drove the company and he made sure that it got engraved into every employee who worked at Apple. He constantly challenged his employees to think beyond what has already been done and made them create products that the world did not even know it needed.

Q: Why don't more people get start-up mentoring? Research shows founders with mentors are far more successful.

A: I agree that having a mentor contributes to achieving success. It is possible that we do not have enough incubators that can provide mentoring as part of their service. It could also be that the cost of mentors through the incubator are too steep for someone in the early stages. There is also the issue of you sometimes get what you pay for. Sometimes we get a business coach when we actually wanted a mentor. If you are a start-up you need to do some homework to see if there are any incubators in your area. If not then I encourage you to reach out through this site to find someone. Take a look at www.levellingup.ca. This is a great organization that has a unique model for providing the services that it offers.

Q; Do you believe leadership is born talent?

A: I believe that some people are born leaders while others learn the skill over time. i also believe that you can be at different levels as a leader depending on your lived experiences and capacity to continuous learn.

Jim Collins and a couple of other leadership experts speak to the 5 levels of leadership. (Good to Great - Jim Collins).

The challenge that we have today is in the development of those highly sought after skills. There is a global leadership talent shortage that is not getting better but is getting worse. Leadership development needs to become a priority for organizations.

Q: How can a manager with an empowering style succeed in an organization with very little authority granted to employees and managers?

A: My first thought was that perhaps this is not the right organization for you if your style differs from that of the organization.

We always tell leaders that each employee that they work with is unique and that they have to tailor their leadership style to meet the needs of each employee. This creates the optimum organization and a positive culture.

What I teach employees that I work with through mentoring is the reverse of this concept. I get them to see each manager that they work with as being unique and how they communicate with that manager needs to be tailored to that particular person. Use of the Socratic Method of asking questions can be a valuable tool but it must be used correctly or it may make things worse.

My suggestion is that you would benefit from a trained mentor who will provide you with some tools to deal with the situation that you have outlined.

I have been working with a couple of people recently that have experienced exactly what you are talking about. I have provided them with the tools they need to increase their survival rate.

Q: What is involved in a mentor relationship? As the mentor and as the beneficiary.

A: First off we need to understand the definition of mentoring: Mentoring is a two way trusted relationship where the mentor and mentee are both going to learn and grow on a personal and professional basis.

This is a bit of a paradigm shift in that the Traditional style of mentoring was always an older person mentoring a younger person with a focus on career development (professional growth). You could also add into the mix the idea of a younger person mentoring an older person - referred to as “reverse mentoring” which is a term I am not a huge fan of. Reverse means to go backwards - my mentoring relationships are not focused on going backwards!

The term effective mentoring fits quite nicely with the definition provided - a two way trust relationship where both parties learn and grow together.

There needs to be commitment on the part of the mentor and mentee. There needs to be accountability to each other. Expectations need to be set at the very beginning of the relationship. Personal growth challenges need to be addressed early if not first in the relationship (self-esteem, self-confidence, and self-doubt). There should be a comfort level in sharing something personal in order to build trust. If you can’t establish trust then the relationship will not be successful.

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Doug Lawrence is an extraordinary mentor and mentor certification trainer with TalentC and is the International Mentoring Community Director of Education.

Doug shows organizations how mentoring programs will influence a happy workforce culture (mentors), improve employee productivity (mentees), reducing costly employee high turnover (onboarding), improves the bottom line (organizations), which saves 150% to 200% of the annual salary of each departing employee. He provides one-on-one direct mentoring for individuals and groups, all backgrounds and industries locally and internationally.

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug is recognized as a “Most viewed writer in the Business Mentoring and Mentors and Mentoring categories on the Quora website (www.quora.com).

An international speaker and author of The Gift of Mentoring (2014), Doug’s second book is set to publish in late 2019.

Do you have a workplace crisis or issue to resolve?  Schedule a time to meet with Doug:     https://calendly.com/doug-lawrence

 

 

 

 

 

 

 

 

I am asked on numerous occasions to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here are some of those questions and my responses.

 

Q: Who are the best mentors for somebody who would like to lead a business managing money for investors?

A: A good mentor would be someone that has the knowledge and experience to actually be a good mentor. They would undoubtedly have had some form of training to better understand mentoring processes and concepts.

I am a firm believe that industry specific experience is a nice to have not a need to have. I mentor people in a number of different industries of which I do not have any specific experience. I do however know the questions to ask to get people thinking from a critical thinking perspective.

In this case, I would be searching for a great/extraordinary mentor who can call on industry specific colleagues to assist in the mentoring process.

Q: Why do you find it difficult to manage millennials?

A: I don’t find it difficult to manage millennials.

I caution against stereotyping based on “generations”.

All the people that I have worked with that you would refer to as “millennials” I have never had a difficult time in managing them. Perhaps that is why - I didn’t manage them. I mentored them and challenged them to critically think and observed their willingness to want to learn and grow. I respected what they brought to the table and I was able to learn from that.

Q: Are business mentors useless?

A: Some good advice has already been provided for you.

I can’t imagine the journey that I have been on without the guidance of a mentor(s). I am currently mentoring a number of people who have launched their own business. They have all stated very clearly that it is a journey that they would not want to take on their own.

If the notion that you have is that business mentors are useless then that would be the outcome that you will realize. Mentoring is a two way trusted relationship and requires commitment on the part of the mentor and mentee. All my research supports the value of having a mentor no matter what you want to do.

Q: Why should I spend money on acquiring a mentor's knowledge, when I could acquire that knowledge on my own?

A: There is a paradigm shift that has taken place where people are now paying for a good mentor. In my situation I provide a combination of free and paid. In my research I have found that paying for an extraordinary mentor is becoming a readily accepted business practice.

I believe that you have a decision to make on whether or not you feel that you will get value from mentoring. It sounds as though you have already decided that you have the knowledge or know where you can get it with the benefit of a mentor. A trained mentor will get you to explore different approaches based on their lived experiences and will present them to you via story-telling. Sometimes we don’t realize that we have the knowledge and it is through a mentor that we unlock the door to that knowledge and then together explore what we might do with that.

Q: Supervisors, managers, or people of in charge. What advice do you have for new supervisors?

A: On a personal note: For the new supervisor watch what other supervisors and managers are doing. You need to see what some of their best practices are and make that part of your tool kit. The behaviors that you observe that do not sit well with you should be cast aside.

On an Organization note: As part of the organization’s leadership development program a mentor should be assigned to any new supervisor or manager. I have seen where that has been done internally and externally and I have seen some better results when it has been an external mentor. It is sometimes easier to discuss things with someone that does not have any of your organization’s baggage. Assigning a mentor helps to set the new supervisor up for success versus failure.

Q: How does having a mentor help you?

A: I have had mentors for the majority of my personal and professional lives and would not be where I am today without my mentors.

Mentoring is a two way trusted relationship where both the mentor and mentee will learn and grow on a personal and professional basis.

Define the expectations of the relationship at the very beginning. Build a trusted relationship as that is the foundation to success for any mentoring relationship/arrangement.

You will need to determine where you want to grow personally and professionally and then be open and flexible to the journey that lies ahead.

Q: My mom and I have never had a good relationship. She was absent and abusive during my childhood. As I got older I began craving "motherly love." What can I do to fix this? Do I need a mentor?

A: Interesting question. Some of the mentor programs that I have been involved in as an advisor to the program manager we have seen similar requests. The mentor fills a void that has been in existence from the mentee’s early childhood years. Whether it be a mother figure or a father figure the mentor is being leaned on to fill that void.

In a situation like this a mentor can become that mother figure that you are looking for. In the training that I provide to mentors I caution them on becoming too emotionally attached to their mentee. They need to define the terms of the relationship at the very beginning. My fear in some of these situations is that accountability for decisions can easily swing back to the mentor and that is not what we want to see take place. The biggest role that they can play is to listen. Sometimes we just need someone to talk to - someone that will listen and not pass judgement. A person that will guide us but not tell us what to do. They will help us develop our critical thinking skills.

Q: How can I earn money by online mentoring?

A: There is a difference between mentoring virtually and mentoring in person or face to face. Both require that you have a strong understanding of mentoring concepts and processes. You would also benefit from some form of mentor training. To go into this without that training would be a recipe for failure - both for you and the person that you are mentoring.

You would want to develop a level of credibility for the mentor services that you are going to offer. This comes with doing some mentoring at no cost.

When I first started my journey there was a lot of mentoring that was done at no cost. Once I had gained momentum I was then able to structure fees for my services. My fees have grown over the years but so has my investment in learning and in being certified competent as a mentor. I am working with a couple of organizations where I was asked if I had any formal training and certifications in order to secure their business.

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Doug Lawrence is an extraordinary mentor and mentor certification trainer with TalentC and is the International Mentoring Community Director of Education.  Doug shows organizations how mentoring programs will influence a happy workforce culture (mentors), improve employee productivity (mentees), reducing costly employee high turnover (onboarding), improves the bottom line (organizations), which saves 150% to 200% of the annual salary of each departing employee. He provides one-on-one direct mentoring for individuals and groups, all backgrounds and industries locally and internationally.

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug is recognized as a “Most viewed writer in the Business Mentoring and Mentors and Mentoring categories on the Quora website (www.quora.com).

An international speaker and author of The Gift of Mentoring (2014), Doug’s second book is set to publish in late 2019.

Do you have a workplace crisis or issue to resolve?  Schedule a time to meet with Doug:     https://calendly.com/doug-lawrence

 

 

 

 

INTERNATIONAL MENTORING COMMUNITY: What is it and How Can You Benefit from It?

 

 

 

 

 

I am asked on numerous occasions to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here are some of those questions and my responses.

Q: Is buying mentorship worth it in 2019?

A: I agree with Wesley in that you need to make the decision whether you want to invest in yourself or not. A mentor can’t answer that for you. You obviously would have some options. A session by session option works for you from not having to commit to the long term but makes it really difficult to develop a trusting relationship which is a foundational element for successful mentoring relationships/arrangements. Purchasing a package of time is another option that would work for both you and the mentor. The mentor can commit to a strategy over a fixed period of time versus a commitment session by session.

You can think about the frequency of the mentor sessions and determine if access to your mentor is available in between the scheduled sessions. As part of my service offering I usually provide access to me in between sessions in case something comes up that is better dealt with immediately. Technology will become your best friend in reaching out to your mentor.

Finally you need to ask yourself one question, “Can you afford not to?”

Q: Have you ever mentored a software engineer intern? If so what was your process?

A: I have mentored people in the IT industry including software engineers. The process that I use varies very little between functions and industries. During the expectation discussion of what the mentor and mentee are each looking for I would determine the intern’s need for mentoring and then go from there. What I have found in the majority of my mentoring practice is that mentoring relationships/arrangements are a blend of personal and professional. If we do not address the personal challenges then we will likely have roadblocks and barriers to contend with.

The mentoring process is all about asking questions and that is what I would be doing in this case. I want to learn about the intern, their job, the organization and from there ask questions that stimulate critical thinking. We would work on creating a safe environment for the relationship/arrangement to grow and the building of a trusted relationship.

If you have more questions please feel free to reach out to me.

Q: Is having a mentor really important in order to advance my career?

A: I agree with what Sarah had said. This is a question that only you can truly answer. Understanding what the mentoring process is all about and what the benefits are will help you answer your question.

Think of mentoring as a two way trusted relationship where both the mentor and mentee will learn and grow on a personal and professional basis. The relationship must be two way, must be based on respect and trust and must be developed and nurtured in a safe environment.

I would recommend that you do some Google searches on the benefits of mentoring on a personal basis and on a professional basis. Inside all of that information lies the answer to your question. For me, the answer is simply, “Can you afford not to?”

Q: Have you considered using an Executive Coach? Why or why not?

A: I would add one more question to the mix and that is, “have you considered using an executive mentor?” Why or why not.

Executive mentoring is a growing practice. I have been interviewed by a proposed client along with some executive coaches and was selected to provide executive mentoring services. It was all about fit for the person and the value that he/she would receive from me. I am working with executives remotely and face to face on a global stage and it all comes back to understanding what your need is and how is that best served - executive coaching or executive mentoring.

Understanding the difference between the two is important and understanding what the outcomes are that you are looking for are key points that you need to address before securing any of these services. You need to make sure that you are going to get the value that you expect.

Q: Can a person be a good leader and a good mentor both at the same time?

A: The short answer is YES you can be a good leader and good mentor at the same time.

Let me qualify that a little bit more for you. When you look at the skill sets required for great leaders and you compare them to the skill sets required to be a great mentor they are very similar if not identical. In one of the leadership and mentoring presentations that I do on transformational leadership and mentoring I compare the two functions. They are for the most part identical. When you look at servant leadership the skill sets are similar as well.

When you look at Jim Collins’s book Good to Great you see the five levels of leadership. Mentoring has three - mentor, great mentor, and extraordinary mentor.

A great leader is a great mentor and a great mentor is a great leader.

 

INTERNATIONAL MENTORING COMMUNITY: What is it and How Can You Benefit from It?

 

 

 

 

 

I am asked on numerous occasions to respond to questions regarding mentoring, mentoring process and how mentoring can bring value to individuals and/or organizations. Here are some of those questions and my responses.

Q: What’s in it for someone who mentors fellow professionals for free?

A: I have a mix of people that I am in a mentoring partnership with - some that pay for the service and some that I provide the service at no cost. I view that as a way that I can give back.

I firmly believe that it is not about me and my focus needs to be on the person I am being of service to.

I don’t want you to be misguided however as I always come away with learning something from the time I spend with someone. It can be about them, the mentoring process or about myself. Seeing someone else grow whether on a personal or professional note is rewarding enough.

One of the things that I always focus on and always ask the question is, “what was the value that we got from our time together today?” The answer to that question is “what’s in it for me.”

Q: How do you mentor junior project managers?

A: This is a question that I get asked a lot and it always focuses on the myth that I need to have experience in a particular field before I can mentor someone from that industry.

I mentor people in all different industries and sectors and I do not have experience in some of those areas. As a result of being open to learning and asking the right questions I am gaining that knowledge through the mentoring partnerships that I have.

Mentoring is a two way trusted relationship where both parties of the mentoring partnership learn and grow on a personal and professional basis. The mentoring of a junior Project Manager would basically require that you follow proper mentoring concepts. You guide through the asking of the right questions to help the person develop or enhance critical thinking skills. Through the asking of those questions you will gain knowledge in the job and the industry that the PM is working in.

What I have found that is the most important task is making sure that you focus on the personal growth at the beginning of the relationship. I have seen far too often that when we don’t address the personal challenges the relationship slowly begins to erode and fall apart.

Q: Do you have a mentor? If you do, how did they become your mentor?

A: I have a number of mentors each who address a specific need or they are capable of addressing more than one specific need.

Some of the mentors that I have had or currently have were as a result of participating in an entrepreneurial start up program where mentoring is a key service that is provided.

Some of the mentors I have today are those that I found through work related relationships and the sense that they could fill a void that I may have. Because of my function as a Certified Competent Mentor and providing of that service to others I have become very particular about who I ask to become one of my mentors.

I am truly blessed to have the mentors that I do as part of my mentoring partnerships.

Q: How would the world be without mentors?

A: I honestly don’t believe that we have tapped into the full potential of mentoring. There is still some confusion as to what mentoring is all about and a lot of people are unsure of how to unlock mentoring in their organization.

I facilitate a mentoring circle every two weeks and we discuss what would life be like without mentoring. We have lots of great examples of where mentoring has been of value but the uncertainty is still there as some struggle understanding the full potential.

My best example of what it would be like is to illustrate what it could be like if we truly embraced the “gift of mentoring”. Imagine a world where mentoring was in place right from the very moment you are brought into the world. Mentoring would begin in the home. As you embarked on your educational journey you got to experience mentoring in the schools. Mentoring that followed you through to your journey to higher education and finally into the corporate world. You would be experiencing a nation, a country, a world that pride’s itself on learning and the sharing of that learning with others through the “gift of mentoring”.

When you picture that and fully embrace the “gift of mentoring” and what it has the potential to do I believe we have painted a picture of what it COULD be like rather than what it is WITHOUT it.  Ask yourself - “can we afford not to?”

Q: What is the best way to find a mentor for my business?

A: There are a number of ways that you can search for and find a mentor. You need to determine first however what it is that you need. You also have to come to terms with the fact that your mentor(s) do not need your industry specific knowledge. It is a nice to have - not a need to have. I am mentoring a number of people in different industries/sectors and we are moving forward with no difficulty.

Check with your local business community to see if there are any mentoring programs where they match mentors and mentees. You can also look on line for various organizations that provide business mentoring.

You may also want to explore a referral. I get a number of people being referred to me so we can begin to discuss whether or not we could work together in a mentoring relationship.

Once you think you have found someone it is really important to explore whether or not there is chemistry between the two of you as without that your relationship will struggle. Make sure you define expectations on both parts. Understand that some mentors charge for their services - if that is the case then you need to do some additional checks to make sure that you will receive value for that service.

Make sure that you are committed to the mentoring relationship and are willing to do the work that is required to be successful on a personal and professional level.

Q: Do you think achieving your goals is the result of mentoring, network connections or luck?

A: When I look back over my career and all of my accomplishments I would have to say that it is a little of all three. My network has provided me with some open doors which has resulted in being able to make a difference. Some of my accomplishments have been luck or more about being in the right place at the right time. Overall though mentoring has been the most consistent process in helping me achieve my goals and continues to do so today. Working with a great mentor is a blessing and is something that we need to commit to the journey. If you don’t commit then you will only see minimal benefits.

Q: What people skills have you learned from a mentor?

A: There are a number of skills that I have learned as a result of mentoring whether it be as a mentor or the recipient of great mentoring. I see everyone as unique and I need to tailor my leadership skills to each person on an individual basis. Mentoring is much the same. Another set of skills that I have learned and how share as part of my mentoring process/technique is “effective communication”. “Effective communication” takes into account active listening - listening and hearing what the other person is saying, listening for trigger words and deflections in the conversation, learning to pause and reflect before speaking - “how is what I am about to say going to be received? “The use of the Socratic Method - asking questions instead of telling someone how to do something.

The list goes on from here. Understanding people and how they communicate is a leadership skill as well as that of an extraordinary mentor.

Q: What is your best advice for someone who is thinking of mentoring others?

A: One of the things that I always recommend to anyone interested in the mentoring process is that if at all possible get some training on mentoring techniques and processes. You will find that by doing so you are able to create a deeper, richer mentoring experience not only for yourself but the person you are going to be mentoring.

Be open to learn as well. With each mentoring session that I do I come away having learned something about the person I am working with or about myself.  I then use that in my reflection that I do before and after each mentoring session.

Be committed to the process and to the person that you are going to be mentoring. Do not impose your expectations on your mentee but seek to understand their expectations and ability to meet those expectations. There are a number of moving parts in the mentoring process.

Most importantly enjoy the journey!

 

 

 

 

 

 

 

 

Over the course of the last 12 months or so I have been working on taking my calling – “the gift of mentoring” to a higher level. I wanted to create that deeper, richer mentoring experience for those that I touched through mentoring. I wanted to share that gift globally and invite others to join me on this exciting journey.

I partnered with the International Mentoring Community and together we have created the Certification of Achievement – Mentoring and the Certification of Competence – Mentor.  I recently completed both programs and I am pleased to announce that I have received my Certificate of Achievement – Mentoring (June 2018) and my Certificate of Competence – Mentor (December 2018). I am now Certified Competent as a Mentor following the competence verification process within the Mentor Certification Process.

The Mentor Certification Process is framed by “68 Action_Outcome Statements.” These statements highlight a series of actions and outcomes used to confirm competence of a mentor and/or guide development-implementation-evaluation of a workplace mentoring program.

These Action_Outcome Statements were written after an extensive review by the International Mentoring Community. This review was completed within the parameters of ISO Regulation 17001.

My journey continues to evolve as I work with so many marvelous people to help them grow on a personal and professional basis. I am honored to bring mentoring to organizations and to work with their employees to help them become more productive and engaged in their organization.

I am here to be of service whether in the capacity as a mentor one on one, implementing workplace mentoring, providing our new mentoring vs termination service or providing insight and guidance regarding the certification process to people and organizations.

 

To learn more about the International Mentoring Community and The Mentor Certification Process and how it will benefit you, your employees, and your organization, feel free to book a complimentary 30-minute Mentoring Consultation (via call or video)  >>  https://calendly.com/doug-lawrence

 

 

 

INTERNATIONAL MENTORING COMMUNITY: What is it and How Can You Benefit from It?TalentC is wholeheartedly involved in the International Mentoring Community, which sets the standards and verification system (Certification) to produce competent mentors.

 

 

 

What is the International Mentoring Community?

Before jumping into what the International Mentoring Community is, we must first define what each term means separately. We do this because “mentoring” has been thrown around to mean different things when its true meaning is as follows:

Mentoring is defined as a two way trusted relationship where the mentor and mentee learn and grow together on a personal and professional basis as the mentee draws appropriate ideas and insights, and tools and techniques from the lived experience of the mentor.

Community is defined as a group of people having a particular characteristic in common. A community helps prepare people for challenges that lie ahead. There is a feeling of fellowship as a result of common attitudes, interests, and goals.

The International Mentoring Community is the premier mentor community to learn about the advantages and benefits of mentorship, mentoring, serving as a mentor, and becoming a mentee. It offers resources and tools to identify the ROI to support the implementation of a customized workplace mentoring program. Of particular importance in the fast paced work places of today, mentoring is a way to reduce employee turnover costs association with termination and resignation.

The International Mentoring Community offers certification about mentorship concepts, experiences, and the practices of serving as a mentor.

What is the Mentor Certification Process?

 

The Mentor Certification Process provides mentors and mentees with a deeper, richer experience.

The Mentor Certification Process is framed by “68 Action_Outcome Statements.” These statements highlight a series of actions and outcomes used to confirm competence of a mentor and/or implementation-evaluation of a workplace mentoring program.

These Action_Outcome Statements were written after an extensive review by the International Mentoring Community. This review was completed within the parameters of ISO Regulation 17001.

The 68 Action_Outcome Statements
are split into 7 Mentor Certification Modules and identifies:

  1. About Mentor
  2. Mentor Characteristics
  3. Mentoring Arrangement
  4. Support Mentee
  5. Mentoring Tools and Techniques
  6. Mentoring Education and Learning
  7. Certification

The International Mentoring Community guides:

The International Mentoring Community offers managers, leaders and employees access to the Mentor Certification Process, which creates a movement that follows the Mentoring Blueprint: Guides you to manage a mentoring platform, programs, and movement, inform Move-Forward actions for mentors and mentees, nurture collaborative conversations among those involved, improve application of organizational knowledge shared by mentors and mentees, strengthen organizational productivity through actions taken by mentors and mentees.

 

 

 

To learn more about the International Mentoring Community and The Mentor Certification Process and how it will benefit you, your employees, and your organization, feel free to book a complimentary 20-minute Mentoring Consultation (via call or video)  >>  https://calendly.com/doug-lawrence

 

 

Doug Lawrence is the founder of TalentC®.

Doug shows organizations how mentoring will encourage workforce culture to flow in harmony (mentors), improve productivity from employees (mentees), reducing costly employee onboarding impacting the bottom line (organizations).

Doug is an International Certified Mentor Practitioner (ICMP), an International Certified Mentor Facilitator (ICMF), and has obtained his Certificate of Achievement – Mentoring and his Certificate of Competence – Mentor from the International Mentoring Community (IMC).

Doug is an international speaker and author about all facets of Mentoring. He published “The Gift of Mentoring” in 2014 with his second book is set to publish in 2019.

Doug works with organizations to establish mentoring programs, influence mentoring as a culture, and provides one-on-one direct mentoring for individuals of all backgrounds and levels globally.

To contact Doug: https://calendly.com/doug-lawrence

 

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