Comment éviter les idées fausses sur le mentorat professionnel ?

En mi experiencia no existe un mentor idóneo, existen clientes idóneos, aquellos que desean un cambio, encontrar su misión, crear un plan, con pasión y compromiso. El coach permite al cliente a través de preguntas claves, avanzar en su proceso de cambio

I like to put it this way: Career development is a team sport. You need to surround yourself with a network of people who will help you grow personally and build a fulfilling and impactful career. Like a business, have your personal board.

Hiring a professional mentor/coach is like time travelling, and there are rules to the game: 1. You create clear targets that can be measured. 2. You clearly define your actions. 3. You submit to accountability and consequences for not doing what you said you would do. 4. Your mentor will be real about your results, actions, and failures. 4. Give yourself permission to feel resistance, and keep going anyway. 5. Re-affirm your commitment, and remember your why in the moments of decision/quitting. 5. Do the work as if there is no option. Getting all you want comes down to three things: Access Association Accountability

Personally I Believe in different Persons with there Unique Ability and Skills. Therefore to have a Mentor, he or she must possess Values, Standards and Experience that Align with the field of the Subject. In addition, I would prefer to do an Assessment of these Mentors before Entrusting them with My Life Purpose. Our Believe System, Lifestyle, Emotional and Mental Stability are the crucial factors that Play out for both of us. This is because there is a high chance that such Mentor might Influence me Negatively in those areas even if he or she possess the Best Skill and Experience.

I believe the idea of “ one perfect mentor “ can vary depending on individual preferences, goals and learning styles. . Some will benefit from having multiple mentors with specific expertise throughout one’s “life” getting a more well-rounded skill set. . On the other hand some will benefit from having a key mentor, as that will offer consistency, and a more personal connection. This approach is usually more effective for a long-term career development or personal growth. … this is a very diverse, subjective and personal topic… the effectiveness of a mentorship depends on the individual and the specific context. One should be adaptable, open to learning from various sources and understand that mentorship can take different forms.

Mentoring should be a symbiotic relationship wherein both parties benefit from each other. Both parties must bring value to.the table. In a situation where only the mentor is giving value, the 'journey' may become boring, tiring and exhausting.

Tips for mentees: 1. When seeking out a mentor, be clear what you want the mentor to help you with. 2. Find out how you can serve them. This cements the relationship.

Mentor y cliente caminan juntos. El coach va de copiloto… a dos, se llega antes y más lejos. Las herramientas están en el cliente siempre, el coach acompaña en su descubrimiento.

One thing I have found was, the traditional mentor-mentee relationship often involved a more experienced individual guiding a less experienced one, however I feel that concept is evolving and I personally see mentoring as a more dynamic, two-way relationship. I believe the effectiveness of mentorship is defined by the willingness of both parties to engage actively in the process and to recognize the potential for mutual benefit and growth.

To be a life-changing experience, mentoring shall be a two-way professional development opportunity. An inclusive approach requires mentors and mentees to share their insights and collaborate on the implementation of their programs. Like the Ubuntu philosophy of inclusion and belonging holds, "I am because you are." We always learn each one from each other. A perfect illustration of the required collaboration between mentors and mentees is found in Socrates's maieutic. In Socrates's worldview, the duty of a mentor is not to communicate knowledge but to help mentees use their cognitive abilities to acquire knowledge by reasoning. Moreover, mentors do not know everything. They also learn from their mentees.

I like the part about flexibility in sessions. The Mentor, as much as they are willing to mentor and support the mentee, they must not lose their career or business focus just to make it to a scheduled meeting. There are studies about learning informally, making more impact than a rigid environment. It is all about growth, not the number of formal sessions held.

La sesión de mentoría debe tener un principio y un fin. De hecho, por mi experiencia, un cliente al que se le pregunta “cuanto tiempo necesitas para esta sesión”? Él mismo pone sus tiempos y se marca objetivos con más claros y sale con un plan de acción. El tiempo permite no divagar e ir directos al Plan de Acción.

Structured mentoring can offer numerous benefits, however it’s extremely important to recognize that not all mentoring relationships need to follow a formalized structure. Informal mentoring is a more flexible and organic dynamic and can be highly effective, mainly in situations where the goals are less defined or the emphasis is on a broader personal and professional growth. Once again mentorships should be tailored to specific needs and objectives of the individuals involved and the context in which the mentoring is taking place.

Your desired mentor of choice may not have capacity to do 1-on-1 engagements. In that case, you can opt to study your role models, read their biographies, follow their teachings as a way of learning from the. You can also opt for this route if you don't want the formal and/or informal arrangement.

Another Myth, as no two people are alike and sometimes it have to me by mutual agreement that you meet and talk casually at times and always leave room for changes, because life happens and things can change at anytime so with mentoring we have to adapt the contract to suite, if not no one benefits.

Another myth to be busted. Mentoring is definitely for all phases and stages in life! The challenges I faced in my twenties looking for my first job and establishing myself on the career ladder are very different now decades later, established with a portfolio career (consult, coach, author, trustee and more!) and running my own business. It is a life long process of learning. Perhaps the biggest challenge is admitting to yourself that a mentor would add value to your process.

Gran error!! Todos queremos ir más lejos, hacer cambios, mejorar, probar nuevos caminos, nuevas estrategias. El ser humano necesita por naturaleza romper sus límites, pese al vértigo que puede suponer.

Mentoring is a versatile and ongoing process that can provide benefits at any career or self-development stage. It is not limited to beginners and can be an extremely valuable resource for anyone seeking guidance, regardless of one’s level of experience or expertise.

This is a limiting belief. Learning never stops. We live in a fast paced world, a world of volatility, uncertainty, complexity and ambiguity. To navigate this world at any level requires one to have a network to tap into.

Mentorship is a relationship. The relationship will evolve with time. I am a great supporter of working on specific objectives so that when the objectives are achieved the relationship can evolve naturally. This allows you as a mentee to transition from mentee, peer and senior to your mentors as your growth unfolds.

There are many perspectives, and although we should respect everyone’s opinion, it’s important to note that some mentoring relationships may indeed have a short term focus, many others are successful mentorships evolving into long term connections. Long term mentoring can provide ongoing support, advice, guidance and with it adapting to the ever changing world of professional development and personal growth.

Cierto es. Las sesiones se definen en un principio para perfilar objetivos y resultados a alcanzar en espacio de tiempo determinado, lo cual permite visualizar en el tiempo el Momento de la “colecta”. Por supuesto la relación no se rompe! Mentor y cliente siguen avanzando de la mano durante cualquier proceso

While it's not a universal truth, mentoring often extends beyond short-term commitments. In many cases, mentoring relationships evolve into lifelong connections. The enduring nature of these connections allows mentors to adapt their perspectives as mentees' goals shift, accommodating new directives and changes in both personal and professional landscapes. While not every mentoring situation follows this pattern, the potential for lifelong impact and adaptation to evolving goals is a testament to the transformative nature of mentorship.

In the developing countries, another mentoring myth, is that mentoring is about seniority, and age. It is erroneously believed that only the aged and the seniors can mentor the young, up and coming. This is cultural though, but it is fading 😕 out. People are fast realising the benefits associated with reversed mentoring. Mentoring is about learning regardless of age, gender, colour and nationality.

MENTORING HAS MAGIC RESULTS : One of the most common myths is immediate results or magically achieving everything as now you have a mentor. Example : Action mentoring : We might attend a zillion conferences, lectures, talks that we thought were very useful for our Businesses and Life but what we do with the information is even more important. If the mentoring remains at listening but no work or action. Jotting down pages and pages of notes but not implementing it daily/ weekly or consistently. Result will be bleak. Actioning what your mentors will definitely have some results if not magical but inching towards magical / transformational results.