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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:
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
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: After working with a client, as a life coach what is your next step if any, if they seem to be where they need to be after you've helped them change?
A: I can answer this from a mentoring approach.
If they seem to be where they need to be I would want to make sure that it was the client that reached that conclusion. I view the mentoring process as having three phases: 1) Trusting phase, 2) learning and development phase, and 3) maintenance phase. In the example you have given, I would be inclined to place them in the maintenance phase. We would still touch base periodically but it would not be as frequent as what we would be doing in the learning and development phase. We can always move the relationship back into the learning and development phase if the need arises.
Q: When and how did you discover what you wanted to do with your life?
A: I was always a person that wanted to assist others. I think that I finally realized what I wanted to do about 10 years ago. I launched my own company that is focused on mentoring and mentor certification which is something that I am extremely passionate about. I provide a number of mentoring services for people and organizations and that is what makes me want to get out of bed ever morning. To be of service and share the Gift of Mentoring is my calling!
Q: What are some wonderful stories from reverse mentorship -- a younger person mentoring an older person?
A: I do not use the term “reverse mentoring” as the definition of reverse means to go backwards. I do not want any of my mentoring experiences to be viewed as stepping backwards.
I look at the definition of mentoring as a two way trusted relationship where both the mentor and mentee will learn and grow personally and professionally.
There is no mention of age in this definition.
When I go back over the list of people that I am working with age has not been a factor in any of the relationships. We always discuss the outcomes of our discussions and we both come away with something from the time we have spent together.
Reverse mentoring is actually “effective mentoring.”
Q: Are great leaders better at asking questions or giving answers?
A: The ideal great leader is one that is very adept at asking the right questions to stimulate critical thinking in those they work with.
If you continually give the answers then you become a crutch that people will come to as it is easier to ask for the answer than to think your way through the situation.
I worked with a leader in a mentoring relationship who didn’t realize the impact on their productivity by continually providing the answer to the same question repeatedly. When they took the time to sit the employee down and work through possible options to the problem they had more time to work on their tasks and they had a more engaged work force. Engaged and empowered.
Q: What qualities does a good mentor have?
A: There are a number of qualities that a good mentor should have. I usually recommend that you be an effective communicator - listen and hear, knows when to listen and when to guide, creates a safe environment for a mentoring conversation, builds a trusted relationship. They are also caring and understand that each person they spend time with in a mentoring relationship is unique so you need to tailor how you mentor to meet the needs of each person. They would have a supporting network that they can refer you to when it is something out of their comfort zone (professional counseling, etc.). Here are some additional characteristics: Passionate, Genuine, Humble, Caring, Great Communicator, Great Listener, Socratic Method, Competent, Committed and Dedicated.
A: The type of mentor that you are looking at would most definitely be someone that you had a long standing relationship with. I have some of those mentors in my life that work with me on a personal and professional basis.
Setting aside what I just wrote if you were to be looking for a dollar value to attach to lifetime access you would likely be paying for their time on an hourly basis or a block of time. I offer either one.
I would take a step back and clearly define what you are looking for and be open to the idea that lifetime access may not be the best solution for you.
Q: How can you develop leadership skills as a young professional?
A: I would strongly recommend finding a good mentor that can work with you to develop the leadership skills that you desire.
I am working with a number of people at various stages in their career to either enhance the skills they have or to develop and nurture leadership skills as needed. The mentoring approach has been working great for them. We work on their critical thinking skills as well as the basic fundamentals of being a good leader.
I encourage you to think about finding a good mentor to work with you.
Q: Would you ever consider mentoring someone who is older and going through a period of transition?
A: Yes. Effective mentoring is not tied to the question of age. Mentoring is a two way trusted relationship where both the mentor and mentee will learn and grow on a personal and professional basis. It doesn’t matter if one person is older than the other.
The thing to remember in the situation that you have presented is that the mentor doesn’t need to have all the answers. What they do need to have is the ability to ask the right questions to nurture the critical thinking process. The other key thing is that the mentor will likely have a good network that they can access to assist in addressing this situation.
Q: What would personally motivate you to act as a mentor?
A: What continues to motivate me is the opportunity to be of service to others. It is most rewarding to watch someone grow on a personal and professional basis when you are on a mentoring journey with them.
What motivates me to act as a mentor is the opportunity to learn and grow personally and professionally myself. With each mentoring relationship/arrangement I learn so much about others and about myself.
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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 I find a mentor coach to help with behavioral addictions?
A: From a mentor perspective we look at personal and professional growth. Behavioral addictions would be what I refer to as obstacles or barriers to your professional growth. A trained mentor will only be able to do so much and you would need professional counseling to take you further. Having said that if you engage with an effective mentor they would still own the relationship with you and would have the network of professionals that they can connect you with.
Q: What attributes should a good mentor have?
A: First off I believe we need to understand the true definition of mentoring. Mentoring is a two way trusted relationship where the mentor and mentee will both learn and grow personally and professionally.
There are mentors, great mentors and extraordinary mentors - each with their own skill set and abilities.
You would want a mentor that is great at building trust and in fact trusted relationships, is an effective communicator. By that I mean that they listen and hear, they know when to be quiet and listen versus always wanting to take the floor. They need to have compassion and the ability to build a safe environment for a mentoring conversation to take place. They need to understand the Socratic Method of asking questions and need to know when and how to use that technique. They need to guide versus tell and must never be responsible for the outcomes - if this happens they then take ownership of accountability and will create a dependency relationship.
I hope that this gives you some insight into what you should be looking for.
Q: What does a professional mentor do?
A: Great question!
I would be what you call a professional mentor or the term that I use is extraordinary mentor.
Here is the definition of an extraordinary mentor: “An extraordinary mentor is the one person that we all seek to become “our” mentor. They have embraced effective mentoring and the mentoring concepts as a way of life. They are typically someone that has had formal training and is certified as a competent mentor. Their client base spans the corporate world, private sector and entrepreneurial space. They demonstrate that industry knowledge is a nice to have – not a need to have as they are comfortable working cross industry. They are humble and use story telling/story sharing as a means to share their experiences. They mentor in person and remotely using technology as a communication medium. They are a student of the mentoring process and strive to learn and grow as much as the people they are mentoring. They create that extraordinary mentoring experience.”
I mentor people at all levels of an organization in person and virtually globally. I focus on the personal aspect of my client and then on their professional growth as the two are very much related.
If you wish to learn more please feel free to reach out to me and we can have a conversation.
Q: As a mentor, how do you get through to those facing different challenges than you had?
A: An extraordinary mentor is good at asking questions and knowing the right questions to ask in order to stimulate the critical thinking skills of their mentee. They are also good at story telling or story sharing using relevant experiences that are translated into a story format - guiding not telling.
I have had mentoring sessions that I did not have industry experience in on a professional level or something that the person is dealing with on a personal basis. I have found in each and every one that asking questions and telling stories has helped us navigate through the challenges with positive outcomes.
Proper mentor training will help alleviate questions that you may have on how to pull all of this together.
Q: Which mentors have helped you helped you in your life and which were not worth the time as you look back now?
A: All of my mentors - current and past has brought something to the mentor relationship. I can honestly say that there was never the time that I would say that it had been worth the time. If you are wanting to work with a mentor you need to be open to learning and development and knowing how to identify what those learning opportunities are. Sometimes the messages are there but we just don’t realize it at that specific time. Listen and hear what is being shared with you as it can be transformational.
Q: How do you mentor or help that one person who is always judgemental in pointing out the flaws of their co-workers?
A: My first question would be whether or not this person is open to constructive feedback themselves before they pass judgement on others. A large part of the challenge is the lack of communication skills in situations like this. One of the things that we teach through the mentoring process is the art of effective communication which would work well in this particular case. Using the pause technique and asking yourself how is what I am about to say going to be received is a great place to start. If you have any doubt that it will not be received in the right context then perhaps it is time to reword! This process works really well and enhances people’s communication skills.
Q: As a supervisor or boss, how do you handle a worker who has issues at work?
A: What some organizations have done is to bring in an external mentor to work with the employee to initiate behavioral changes for the positive. In all the situations that I have been involved in we have been successful in each and every one. In some cases the issues were personal which translated into work place behavior challenges. In other situations it was all about providing tools to assist in a positive behavior going forward. One thing to keep in mind is that it is not always the worker who needs guidance but it could also be the supervisor or boss.
Q: What are the benefits to having a business mentor?
A: I started my own business a number of years ago and have had mentors with me for the entire journey. I found mentors that brought certain skills and knowledge to the table to assist me. The important thing was that they all shared their lived experience but did not tell me what to do. They encouraged me by asking me questions to get me to critically think my way through the various challenges and opportunities that I would encounter.
I would not be where I am today if it were not from their guidance.
Q: How can entrepreneurs/founders get more leadership training?
A: Leadership training can come in a number of different manners of which mentoring is one. I am working with organizations to help develop their new managers through the mentoring process. I work with entrepreneurs to provide them with guidance to enhance their leadership capabilities. Formal leadership training if recommended is only part of the journey. You do need to have mentoring built into any leadership development program that you may have. I would recommend reaching out to a trained mentor to see what they can do for you. Make sure that you are going to get value from this and that they are the right fit for your organization.
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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: 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.
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.
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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
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TalentC is wholeheartedly involved in the International Mentoring Community, which sets the standards and verification system (Certification) to produce competent mentors.
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.
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:
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.
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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
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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