Search Video Library for: 'mentoring'
Mentoring 201™ - The Next Steps for Success
A mentor is one of any organization’s greatest resources. Having a committed mentor is a key factor to improving employee engagement - and we know that good engagement means employees will stay longer and their contributions increase. Mentoring 201 takes a closer look at some key elements of the mentor/mentee relationship that includes: planning for a successful discussion, setting goals, identifying career paths and establishing development needs.
Mentoring For Success (How-To Book)
In order for businesses to survive and remain competitive, they must respond to this changing environment. As Tom Peters observes in Thriving on Chaos, “Excellent firms don’t believe in excellence—only in constant improvement and constant change.” As part of their response to change, successful organizations seek ways to support and foster employee growth and development. Managers are developing skills to facilitate this process. They are acting as mentors to their employees. Coworkers and other employees with company experience and skills are also offering their services as mentors to less-experienced employees.
Mentoring 101™ - The Basics
When you’re a mentor, you’re really like a coach… someone who can speak from experience… a resource that can give insight, even tips - that will help someone else be successful at what they’re doing. Some organizations have official mentors while others have an informal approach to mentoring. No matter how it happens, as a mentor, you’re filling a vital role to the on-going success of your organization.
Establishing Development Needs (from Mentoring 201™)
Up until now, you’ve covered overall goals and career path options with your mentee. How did they get there? That’s where an important topic for discussion comes into play … namely, development options. These are the strategies and tactics that your mentee can draw upon to help them grow and develop so that they can make their goals a reality.
Identifying Career Paths (from Mentoring 201™)
Another key part of your conversation with your mentee involves diving more deeply into their future career paths. By this time, you’ve already looked at the big picture of where your mentee would like to be in the years ahead. Now it’s time to come up with some options for them to consider as they take their next steps ahead.
Planning for a Successful Discussion (from Mentoring 201™)
Just like any important conversation you’re planning, you need to do your prep work. Think about your mentee and his or her strengths and weaknesses. That will help you ask the right questions to guide the conversation in the way that’s right for your mentee. In fact, it’s a good idea to prepare these questions in advance.
Setting Short-Term & Long-Term Goals (from Mentoring 201™)
A key part of the conversation you’ll have with your mentee over time is about their short and long-term goals. As part of this, it’s important to ask your mentee to discuss their strengths and weaknesses - both interpersonal and job-related skills.
Program Introduction (from Mentoring 201™)
A mentor is one of any organization’s greatest resources. They fulfill that crucial role of helping newer associates & team members learn about their new role – and their new organization. But this vital mentor-mentee relationship goes well beyond the initial first few days on the new job. In fact, it’s a relationship that can last throughout the respective careers of both participants.
How Do You Measure Success? (from Mentoring 201™)
So, you’ve had a lot of conversation with your mentee. You’ve listened. You’ve heard their goals. You’ve shared your feedback. But how successful has it all been? This video provides some other questions that can help to uncover the true underlying value of what you’ve achieved together.
Coaching Is Being Specific
Coaching an employee with the right answers but the wrong attitude - especially when it comes to internal customers.
What is Mentoring?
When you’re a mentor, you’re really like a coach… someone who can speak from experience… a resource that can give insight, even tips - that will help someone else be successful at what they’re doing.
Who Benefits from Mentoring?
The advice and tips a mentor gives has a direct impact. Mentees benefit from the mentors experience. With a mentor on their side, they can learn the things that can help them get the new chapter in their career started on the right foot.
Coaching Is...™
Coaching is rewarding… but it takes work. Coaches help develop skills and abilities of others, but being a great coach takes courage. This thought-provoking, powerful short video uses impactful imagery, video and music to inform and encourage discussion on the power of coaching others.
Discussion Card: Mentoring 101
These easy-to-use cards provide a simple model (M.E.N.T.O.R.) along with thought-provoking questions on the power of effective mentoring. These cards are great for a quick training reminder, mentor support or conversation starter.
Mentoring 101™ - The Basics: Program Introduction
Our lives are filled with changes, new opportunities. And when those come along, it helps to have someone who knows the ropes who can help you -- a mentor.
Coaching to Support Success
When it comes to coaching, open-ended questions are usually the best questions. This simple tool lists open-ended questions you can ask to bring out the best in your employees.
Gauge Opportunities - A Quick Conversation
Like the surfer selecting the right wave, people encounter endless opportunities for growth and must decide whether the opportunity is worth the inherent risks involved. Some opportunities may involve moving to a new country, working with colleagues with different backgrounds, or taking on a new role.
You're Doing a Great Job, But...
A tough conversation with a top performer can be difficult, especially when you really do need to ask that person to step up and give you a little more. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own. Sometimes it takes a little longer, but the results are definitely worth it.
TrainingBytes® No Way Not Me!
Simply not harassing women is not enough. Men must commit to mentoring women. Organizations must commit to mentoring women. Now more than ever, we need men to support women in the workplace... not avoid them. When women have the same opportunities to succeed and lead as men, it spurs innovation... and enables equity and a stronger sense of belonging.
Courage 2 Coach™
Let's face it. Being a manager these days is tough. We've all got a lot on our plate, and there are days when some of the people we manage seem to have a hard time with the concept of "common sense." And, as competitive as the job market is these days…it’s difficult to attract and retain good people. The only thing that works is having the courage to coach.