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 does one find a farming mentor?

A: I just did a search via Google and used the words “farming mentor”. There over 9M hits and some that are really good points of reference.

Take a look at some of the organizations that offer farming mentors and see if any of them meet your needs.

Industry experience is a nice to have - not a need to have. An extraordinary mentor would prepare themselves to work with you by researching the industry and to be familiar with some of the trends. Lack of industry knowledge just means that they will be asking lots of questions which stimulates your critical thinking, demonstrates their interest in you, your industry and helps to build a trusting relationship.

Q: If you were given an opportunity to help someone with communication skills, what would be the greatest words that you’d speak?

A:

  1. Listen and hear what the other person is saying.
  1. Pause before speaking - ask yourself how you would receive what you are about to say - if in doubt then you need to rephrase it or not say it at all.
  2. Listen for trigger words in the conversation that will help you understand where the conversation is going
  3. Create a safe place for the conversation to take place.
  4. Practice crucial conversations - know when it is no longer safe to continue the conversation and back out until it is safe to engage.

 

Q: How would a 17 year old find a mentor in real-estate investing? How can I go find people to get help from in LA?

A: I would suggest finding someone in the industry and asking them for their advice and guidance. You could say, “I am interested in working in your industry once I have completed my education. What would you recommend that I do?”

As with anything in life there are no quick wins financially so be prepared to work hard for what you will achieve. It is refreshing to see that you have a vision and are seeking guidance early.

Q: As a team leader, how do you deal with individuals who struggle with cooperation and interaction with other group members?

A: I will respond to this from the role of a mentor and a team leader could take a similar approach.

Remember that relationships are two way so the other group members may be part of the challenge.

Using mentoring techniques and concepts I would engage with each of the team members to build a trusting relationship. I would focus on their individual challenges on a personal and then a professional level. By approaching it that way we will identify any barriers or obstacles that are impeding their ability to cooperate and interact with fellow team members.

From there it is a matter of providing them with communication tools as well as relationship building skills.

One thing that works well for me when it comes to group challenges such as this is to facilitate group mentoring to get them working together to critically think their way through a problem that they have been trying to solve.

A team leader that has been provided with proper leadership training supplemented by working with a mentor will be able to work through this challenge with a high degree of success.

Q: What advice do you have for people who interview badly?

A: I work with a number of people as their mentor while they are job hunting. Preparing for the interview is one of those steps. Your resume and cover letter can be rock solid but if you are not good at the interview process then you won’t be successful.

Dee has referenced using the technique of mental imagery/visualization which I fully support. I worked with a person who hadn’t been interviewed in over 19 years and we prepared for two interviews using this technique. She crushed both interviews and was successful in being hired by one of the employers.

Wayne’s recommendation to get a mentor is another great recommendation. Mentor’s will guide you and support you but they will not do the heavy lifting - that is your responsibility. I don’t write your resume - you do that but I will make suggestions. At the end of the day you own the resume and have to defend it so having me write it isn’t the path we want to take.

Q: Is leadership quality in every employee of an organization important?

A: I think it is a most definite nice to have - but I don’t think realistically that it would be a need to have. The leadership talent shortage that we are experiencing globally tells us that it is important but we are still trying to figure out how to address it.

I am a firm believe that we can prepare future leaders for tomorrow through the mentoring process. I have worked with potential leaders and current leaders to gain/enhance leadership skills using the mentoring process. There has been behavioral changes that has resulted in their leadership skills rising to the top. It becomes infectious in that other employees want to emulate the same behavior.

We have work to do but without strong leadership there is untapped potential that alludes us and lost productivity resulting in a huge impact on organization’s bottom line.

Q: How do you demonstrate the pros to someone focused on the cons?

A: I have worked with someone that was just like that.

What we did was to focus on the positive and we used reflection as a means to see both the pro and the con of something. We were able to look at what we might do differently the next time to make it a more positive outcome.

What I have also done is to use the Socratic Method to ask questions that helped us focus on the positive. Example, “What could we have said differently that would change the outcome”. Another approach is to provide two or three alternatives and have them think which would be the better approach.

If they are focused on the cons - they likely have low self-esteem so you may want to start there.

Q: Why would a mentor teach someone specifically how to succeed?

A: We need to look at the definition of mentoring in order to answer your question. Mentoring is a two way trusted relationship where the mentor and mentee learn and grow together - personally and professionally.

As the mentor shares their lived experiences with the mentee they are also learning something along the journey. It may be about the mentee, their organization, the challenges they have or had but just as importantly about themselves as a person and mentor.

It is about giving back but there is also the element that I as a mentor am going to learn and grow as well.

Q: How does a mentor choose his mentees?

A: Sometimes it is the mentee that selects the mentor as a result of a referral. The mentor needs to make sure that they have the capacity to take on the mentee.

When I am deciding whether or not I am going to work with a certain mentee it is usually due to the chemistry and whether or not the person appears committed to the journey. I need to be able to build a trusted relationship and that requires two people to make it happen.

The mentee would need to understand the difference between coaching and mentoring and what the outcomes of a mentoring relationship could be. I always recommend that the mentee take a day or two to reflect on our first meeting and if they feel there is chemistry and want to proceed then we can set up another time to meet. This ensures that we are starting the relationship/arrangement with both eyes open.

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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

 

 

 

 

 

 

 

 

 

Are you aware of Sir Richard Branson’s Center of Entrepreneurship Caribbean?

The Branson Centre of Entrepreneurship Caribbean is a non-profit accelerator helping entrepreneurs to scale their businesses. They are on a mission to create dynamic Caribbean economies through entrepreneurship.

The “Gift of Mentoring” spans many industries and many continents. Understanding the power of mentoring is crucial to building sustainable organizations that will provide services to a global economy.

We at TalentC are delighted to report that our very own President, Doug Lawrence is one of only three mentors featured in the Branson Center of Entrepreneurship Caribbean’s 2018 Annual Report (page 33).

Doug Lawrence and TalentC are honored to be working with Sir Richard Branson’s team to create a dynamic Caribbean economy. We are collaborating with two phenomenal entrepreneurs, Christopher Boxe and Craig Hammond who are making a difference in the community they live in. Their accomplishments are a testament to the mission of the program that has been created by Sir Richard Branson and his team.  Embracing the value of mentoring has helped them in their success story.

“They [Branson Centre of Entrepreneurship Caribbean] paired us with mentors and have given us an advisory board, which acts as a great resource to share ideas about the business and management.” (Christopher Boxe)

 

TalentC – People Services Inc. is an organization that is focused on providing mentor training, workplace mentoring programs, mentoring at all levels of an organization on an international stage and thought leadership in the mentoring space. Our services help organizations get the best from their employees through the “Gift of Mentoring.”

For further information on the Caribbean Entrepreneurship Program: https://bransoncentre.co/

To view the 2018 Annual Report: https://documentcloud.adobe.com/link/track?uri=urn%3Aaaid%3Ascds%3AUS%3Af21a2f08-fe72-4e55-bbd0-f759d7b7474d

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 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 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 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

 

 

 

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: Is a mentor crucial to success?

A: Mentoring focuses on personal and professional growth and we can have success in both of those areas. Anytime that you can have someone walk beside you as you continue your growth personally and professionally it is a good idea - in fact highly recommended.

When I look back over my career and where I am today I would not have achieved the success that I have had without the benefit of numerous mentors. These mentors have helped me grow on a personal and professional basis.

The short answer to your question is, “can you afford not to?”

Q: Who is an unlikely mentor and why?

A: Mentoring is a two way trusted relationship where the mentor and mentee will learn and grow together personally and professionally. It is all about building a trusted relationship and for the mentor to be able to create that safe environment for the relationship to nurture and grow.

To specifically answer your question an unlikely mentor for me would be someone that I could not make a connection with - that there was no chemistry with. I may realize part way into the mentoring relationship that this person cannot provide me with what I am looking for. It would be time to end that relationship and look for someone that can provide me with what I want.

What I am finding with all the mentoring that I am doing - paid and free is that the ability to listen is crucial. Someone that is not a good listener would not be a good mentor for me. Sometimes all we need is to talk our way through the problems that we are dealing with.

Q: If you were to pay someone for business coaching and mentorship, what would you look for?

A: I would be wanting to make sure that there was some form of chemistry between us. I would want them to be comfortable with addressing personal and professional growth. There are some business mentors that are not comfortable with the personal growth challenges. I have good examples of where the relationship went sour because they were not able to build a trusting relationship and unable to connect with the soft skills.

Ideally I would want someone that had some form of training. I recently was certified competent as a mentor and I see the value in that for me and how I mentor and it also has an impact for my mentees.

I would want my mentor to validate regularly that they are bringing value especially when I am paying for the service.

There are lot more variables that can come into play when selecting a mentor based on your criteria. These are some that I get most perspective mentees to consider before entering into an agreement for services.

Q: Can mentoring be a hindrance rather than a help to staff progression?

A: Mentoring if done correctly with a person who is committed to the journey would be more of a help rather than a hindrance.

What gets missed in the professional development via mentoring is the personal aspect. I always focus on the personal growth first in order to remove any obstacles or barriers that may be a hindrance to professional development.

Proper training for mentors in the mentoring process is key to all of this.

Q: What do the best Mentors do?

A: Best Mentors or extraordinary mentors want to be of service. They work with people to guide them on their journey to personal and professional growth. Extraordinary Mentors learn and grow along with the people they serve. There isn’t a time when I haven’t learned something from a mentoring session. Extraordinary Mentors are caring, humble and always put the people they serve first.

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

Q: Do you have any mentors? Who are they?

A: I have a number of mentors. I have a mentor that provides me with business advice and guidance, someone that fulfills my need for relationships, someone who can advise me on technology but is also a good friend, someone that can advise me on marketing. This is just a sample of the marvelous people that I have been able to surround myself with.

In the majority of the relationships it is mutual growth on a personal and professional basis. We set expectations for our mentoring relationship and then begin the journey together. We check in every so often to make sure that each of us is getting value from our time together.

We all need to embrace the “Gift of Mentoring” and experience a deeper, richer mentoring experience that will help us personally and professionally.

Q: How can we ask questions to our mentor?

A: To answer your question you need to think what am I searching an answer for? Is it something to do with your personal growth or something to do with your professional growth? I would be asking you what is it that you wish to accomplish that has now become a question that you do not have the answer for.

When you begin the mentoring relationship you need to outline the expectations of that relationship. One of the topics may be how do we communicate (ask questions) of each other in a respectful manner.

When I work with people there is lots of dialogue back and forth until we reach a point where I need to listen rather than talk. Sometimes that is to allow the person I am in a mentoring relationship with to ask questions and other times it is to just listen.

If you are unsure still please feel free to reach out to me and we can set up a time to discuss.

Q: What does a mentor want from you?

A: What I hope for is a person that is committed to the mentoring process. They are ready to grow personally and professionally and are willing to do the heavy lifting in the mentoring relationship. They will be accountable for the outcomes whatever they may be. They understand and accept that I am there to guide - not tell them what to do.

Q: Can you have a mentor that you have never met?

A: You most definitely can. When I look at the people I am working with in a mentor partnership the majority I had never met before. They were introduced to me through referral or via my website and then the scheduling of a time to chat. I have had some mentors that I had known before and they became my mentor as they were able to provide guidance in an area that I needed guidance.(technology, finance)

It is important to note that if you have not met before then take the time to build a solid mentoring partnership. I break a mentoring partnership down into three (3) categories. They are; trusting phase, learning and development phase and the maintenance phase. In this case I recommend some extra time in the “trusting phase” in order to get to know your mentor.

International Mentoring Community - Talentc - 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 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 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 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

 

 

 

 

 

 

 

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

 

 

 

personel professional mentoring

 

 

 

 

 

There has been some confusion regarding what is mentoring. I see a lot of reference to the organizational contexts of mentoring obviously with a slant towards the professional growth of employees. Mentoring is defined as a two way trusted relationship where both the mentor and mentee can grow personally and professionally. The relationship relies heavily on the building of trust and the sharing of personal information in the building of that trust. The trust is further strengthen by the mentor’s ability to create a safe environment for the conversation to take place.

I have mentioned in some previous articles my concern with some corporate mentoring programs that focus purely on the professional growth of the employees. I firmly believe that we are doing a disservice to the employee but not touching on the personal growth challenges that they may be dealing with. I see those as obstacles and barriers to being able to move ahead with addressing professional growth challenges.

I recently reviewed my mentor log which has between 250 and 300 hours of mentoring over a one year time period and I found that in the majority of the mentoring sessions we touched on personal growth challenges. Those challenges were an actual obstacle or barrier to the person being able to move forward with anything on their professional/career side of their life. Let me give you an example. If you have self-esteem and/or self-confidence challenges are you going to be able to move forward and enhance your career or as an entrepreneur take your business to the next level. Chances are that you won’t be able to. I have seen a number of entrepreneurial failures that were directly attributed to a lack of self-confidence or self-esteem. To ignore the personal side of one’s life is a mistake.

Building the trust in the relationship can require the sharing of personal information that demonstrates humility on the part of the mentor. I find that when I share something personal it helps in the creation of the safe environment that is essential in fostering the dialogue required for success. Without any of this I would not be able to address any professional growth challenges.

As a mentor we need to be comfortable in building trusted relationships. It is not an easy task but if provided with the correct tools it can be a skill set that is mastered. As a mentor we need to focus on the personal growth challenges first. If we are not whole as a person it is very hard to move forward with our careers. People that we have worked with in a mentoring relationship where we have addressed the personal growth challenges have gone on to have a high level of productivity, are more positive in the workplace and have seen a change in their leadership in family, community and work environments. Removing the barriers and obstacles was key to the behaviour change. The “gift of mentoring” has many tools that you can put into use to change the culture and the environment that you work in. You need to take the first step – “can you afford not to?”

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