What are effective mentoring techniques for change leaders in complex and ambiguous situations?

Change leaders face complex and ambiguous situations that require them to adapt, learn, and innovate constantly. How can they develop the skills and mindsets they need to navigate these challenges? One way is to find a mentor who can guide, support, and challenge them to grow as change agents. In this article, we will explore some effective mentoring techniques for change leaders in different scenarios.

1 Establish trust and rapport

The foundation of any mentoring relationship is trust and rapport. To create an environment where the mentee feels comfortable to share their struggles, doubts, and aspirations, the mentor should demonstrate genuine interest and curiosity in the mentee's goals, motivations, and experiences. Additionally, they should listen actively and empathetically to the mentee's concerns and perspectives while providing positive and constructive feedback that acknowledges their strengths and areas for improvement. Lastly, it is important for the mentor to respect the mentee's autonomy and confidentiality, avoiding imposing their own agenda or solutions.

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pauL Piper

coach, innovator, ALIEN - my SELV portaL opens 12.24.24 - improve yourSELV & your environment.
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When we establish trust, we do so through sharing vulnerabilities, not the other way around - That is a common mistake. The fastest way to establish trust for a conversation scientifically known is a simple question: Is it ok if I ask you a question and after you can ask me whatever you want?

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Sobia Zafar

Change Strategist for the UN and Fortune 100 🌎 Leadership Strategist 🔹Making a Difference by helping Leaders build POWER with Connection, Communication, Collaboration and Compassion 🔹🎙️TEDx Speaker
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Trust is key in change leadership and stakeholder engagement. That’s why experiencing that with a mentor change leaders are adequately equipped to be the trust facilitator of change.

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2 Assess the situation and context

Before offering any advice or guidance, the mentor should assess the situation and context that the mentee is facing to understand the complexity and ambiguity of the problem, stakeholders, dynamics, risks, and opportunities. To do so, the mentor should ask open-ended and probing questions to clarify the problem, desired outcome, and current reality. Additionally, frameworks and tools such as SWOT, PESTEL, stakeholder mapping, or force field analysis can help visualize the situation. Lastly, encouraging the mentee to consider multiple perspectives and scenarios can anticipate possible consequences and implications of their actions.

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pauL Piper

coach, innovator, ALIEN - my SELV portaL opens 12.24.24 - improve yourSELV & your environment.
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A great mentor is experienced in the fields and domains of concern. Any approach fostered by a deep understanding of the desired journey will be superior to given standard frameworks. Through conversation, exploration, and reflection, they should be able to identify the fields they prioritize quickly, aiming to facilitate those that yield the greatest gains first. A good example of this is mindset work.

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3 Co-create solutions and action plans

Once the mentor and the mentee have a clear understanding of the situation and context, they can work together to develop solutions and action plans that meet the mentee's needs and goals. The mentor should not dictate or prescribe the solutions, but instead facilitate and support the mentee's learning and decision making. To co-create solutions and action plans, the mentor should help the mentee to identify and evaluate different options, challenge them to think critically and creatively, guide them in setting SMART goals and action steps, as well as support them in developing contingency plans. This way, the mentee can be equipped with coping strategies for potential obstacles and setbacks.

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pauL Piper

coach, innovator, ALIEN - my SELV portaL opens 12.24.24 - improve yourSELV & your environment.
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Whenever we teach or share experience and knowledge, it should be focused on the output. Talks and theory are great, but almost worthless without further application or use. A mentor should demonstrate systems, methods, and frameworks to overcome challenges and create solutions. The best will do so through didactic approaches and co-creation is a great way to achieve this.

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4 Monitor progress and outcomes

After the mentee has implemented their solutions and action plans, the mentor should monitor their progress and outcomes, and provide ongoing feedback and coaching. This will help the mentee to track their performance, measure their results, and learn from their successes and failures. To do so, the mentor should follow up regularly with the mentee to review their progress and achievements, recognize their efforts and contributions, provide honest and timely feedback that highlights gaps and areas for improvement, and encourage the mentee to reflect on their experiences and lessons learned. Doing so will help the mentee to apply what they have learned to future situations.

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pauL Piper

coach, innovator, ALIEN - my SELV portaL opens 12.24.24 - improve yourSELV & your environment.
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Monitoring progress should go BOTH ways. How well structured and digestible are the presented information and learnings? How useful were the implemented approaches and solutions? What challenges arose when adapting them? How can the mentor serve better? What does the mentee perceive to be helpful and why? You want to create a continuous growth mindset within your mentee and every learner. This would be hollow if you don't demonstrate it as well.

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5 Adapt and adjust

In order to ensure that mentoring remains relevant, effective, and meaningful for both parties, the mentor and mentee should adapt and adjust their approach as the situation and context change. The mentor should solicit feedback from the mentee on their style, methods, and impact, and revise their goals, expectations, and needs. Additionally, they should explore new techniques such as peer mentoring or group mentoring. Lastly, the mentor should recognize the mentee's growth and development and be ready to transition or end the mentoring when appropriate.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are effective mentoring techniques for change leaders in complex and ambiguous situations?

1

2

3

4

5

6

1 Establish trust and rapport

2 Assess the situation and context

3 Co-create solutions and action plans

4 Monitor progress and outcomes

5 Adapt and adjust

6 Here’s what else to consider

Change Management

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What are effective mentoring techniques for change leaders in complex and ambiguous situations?

1

2

3

4

5

6

1 Establish trust and rapport

2 Assess the situation and context

3 Co-create solutions and action plans

4 Monitor progress and outcomes

5 Adapt and adjust

6 Here’s what else to consider

Change Management

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