How can you provide effective coaching and mentoring when your mentee has limited time?

As with every other relationship, everyone involved must have clear expectations about what will be achieved. The mentee must have clear in their head what are the results that they are looking to obtain and that the mentor knows what's their motivation to play this role. If the results the mentee is looking for don't align with the time he/ she can commit to the mentorship, then expectations need to be set clearly and results adjusted accordingly. This way, the mentee knows exactly what to expect and the mentor can also focus on the key areas they've agreed to work on together, for the time that they can indeed dedicate to be together. It is no different to any other meeting that focuses on achieving an outcome!

In my experience it helps for the Mentor to get to know the Mentee and their most critical needs. With a narrowed focus we can then spend more time on the things that matter the most to the mentee. I found it extremely helpful to start a shared Google Doc or Quip where we can summarize key areas of discussion. This way even though time is limited, we have next steps clearly outlined. For example, one area might be suggesting a good book or Audible and discussing in future mentoring. Being a mentor is also being a good listener and giving positive reinforcement wherever possible. If your mentee is smiling more often and more confident after your mentoring - you are doing good!

As a coach, it is vital to establish how much time a client has. When a client indicates they have very little time to commit, we then have to ensure that they really do want to have the coaching. If, for example, an employer has 'given' the employee coaching, rather than the request coming from the employee, there is a much higher risk that there will be a lack of commitment and the value of the coaching will be low. So, a clear discussion on what would be most valuable to work on, & keeping things simple - just one thing to start with - are going to provide a higher chance of a successful start & outcome. As trust is established & value is created, then the discussion can turn to deciding whether the client would like to commit more time

Agreed. In my experience clarifying expectations is a fundamental step in every relationship. Once expectations are clarified, one can always check progress against these exprlectations. We can check effectiveness by always referring to expectations.

In addition to clarifying expectations - few more elements to get on the same page on: ⭐ Definition of Success/Progress: setting specific, measurable markers or FEELINGS for success from the client's point of view (this is not our journey as coaches or mentors, it's important to remember that). Ask them what success or progress looks like to them. It could be a promotion, a more balanced work-life, mastering a skill, feeling inner confidence, or a creative streak/spark. Knowing their definition of success ensures your guidance aligns with their goals. ⌚Time Allocation: How do they intend on showing up on the limited time they have? (e.g. larger time blocks occasionally or consistent shorter interactions)

I created an e-coaching program that allows someone with limited time to complete a module on their own with an option to add a coaching session with me. I also ensure that my clients have the opportunity to drive the session by focusing on what they would like to discuss and if they want to break the 45 minute session up into two shorter sessions they also have the flexibility to request that as an option.

When time is limited, I've found it extremely effective to ask my mentee if there is a specific topic they'd like to discuss when we meet. If something is top of mind to them, that should be our focus. If they don't have a specific topic request, a simple question like "what is the biggest challenge you are facing this week?" Can help prompt a meaningful discussion.

One thing I like to do at the beginning of a mentoring session is going back to the big goal/end outcome for the mentee. I then help the mentee to break that goal down into mini tasks that are specific and time bound. We then prioritize these tasks from an urgency and impact POV. This helps relieve the stress and motivates them to cross off the mini tasks in the order that actually makes them more efficient.

Adding more priorities to an overwhelmed system does not result in quality outcomes or work. Instead of only adding more tasks or priorities, help your mentee to understand what they either do not need to do or already are not doing. Your mentee can then make a decision about what to do: transition it to someone else, accept that it will not happen right now now, or identify a time to consider it in the future, etc.

Focus on the mentee's goals and priorities. The most important thing is to help your mentee achieve their goals, so it's important to start by understanding what they are and what's most important to them. Once you have a good understanding of their goals, you can help them prioritize their tasks and activities accordingly. By focusing on your mentee's goals and priorities, you can help them to make the most of their limited time and achieve their desired results.

An example of the use of online tools and platforms for coaching is when I had to work with a client 2020 at the peak of Covid. Our sessions was held on WhatsApp and Zoom which made our meetings timely and convenient. The aim of the coaching program was met with takeaway, ah moments and positive feedbacks. Since then I have leverage on this online tools and platforms to facilitate coaching calls, masterclasses and speaking engagements.

There're countless platforms for working with mentees and coaching clients these days. I have found that privacy-focused clients prefer - to use Signal (or Telegram) for calls and daily messaging, with encrypted file-sharing options. For everyone else, I like to use shearable Notion templates with dedicated space per client, and WhatsApp for daily check-ins.

I have discovered that collaborative writing is a good mechanism and tool to engage the mentee in a considered conversation which also serves as a record for future reference/discussions. I have been using Notion for this successfully and to a lesser extent slack.

A mentor’s greatest ability is their availability. Reiterating that you’re a text or call away will help the mentees to know that you’re available in their moment of need. Addressing questions or challenges in a moment of need is often most impactful. This is liken to Just in Time (JIT) trainings in the workplace.

I think this is one of the most important aspects of being a mentor, outside of prioritization of topics, because, as a mentor, you are a resource to the mentee. When you agree to Mentor, you are agreeing to help when/if the person needs it- there may not be topics every week. I have a great mentor and there are some weeks that I do not have topics to cover, or time is limited, so I need to reschedule or communicate asynchronously. Those weeks we communicate offline as needed, shorten the session, or do a quick phone call. Modifying the approach each cadence 1/ allows the Mentor/Mentee to still connect and get the insights needed in the moment, 2/ respond when it is convenient and 3/ be respectful of each others time.

This is the paragraph I could relate to best. I don't believe that coaching and mentoring need to be formal, require KPIs and measurement, etc. That's the mentee's responsibility. What do they want out of the relationship? What are they willing to commit to achieve THEIR objectives? How can I help support them? What will this relationship do for me? From there.....just be. Build trust, be a listener, be a coach, ask questions.

When time is limited, I am asking my mentee if there is a specific topic they'd like to discuss when we meet and then focus on the mentee's goals and priorities.

Absolutely agree that the main benefit of having a coach or mentor is to be able to get an external perspective on issues - and that might sometimes be time-sensitive. That's also why messaging apps are a natural part of the coaching process with all clients.

I have found it helpful to get into the practice of "celebrating small wins," not only with your clients and mentees but also with your co-workers and family. It can totally transform the way you approach your work and time. Try it!

An interesting insight I received from a lecturer in strategic leadership on the topic of Power, is of the profile of our staff. Our staff profiles can typically be of Ants, Wolves, Eagles, Mother Hens, Milk Cows, and Ducks, with each animal(s) having certain characteristics. Ducks are people who have great potential, who can perform really well if you put them in the right environment. But as they are developing, they need leaders who are present with them in their journey of growth, to affirm and to mentor them. Personally, I believe leadership is developed, and when we spend time with people to build them, we change them for the better. Dominic loves to share this: Passion is spelt PASS, I, ON to someone else. That's Leadership. :)

To provide effective coaching and mentoring when your mentee has limited time, prioritize these strategies: 1. Set clear, achievable goals to maximize limited time. 2. Create a flexible schedule that suits your mentee. 3. Keep conversations focused and concise. 4. Prioritize urgent topics for discussion. 5. Offer practical, easy-to-implement advice. 6. Help your mentee stay accountable for their goals. 7. Share relevant resources for self-study. 8. Provide support and encouragement. 9. Maintain regular check-ins for ongoing progress. 10. Respect your mentee's time constraints for effective mentoring.

You must first be able to coach yourself and set clear milestones, no matter how small; in the long run, it will have a big impact. Once mentees find coaching sessions good enough, they ask for more. The key to it is to build strong boundaries by empowering them. Then they will create more time that's usually allocated for other coaching programs.

When you are a coach or mentor and your client has expressed limited time, this is a great opportunity to immediately show value and help your client free up time. The reality is that most people feel that they don't have time, but when you breakdown where they are spending their time you will likely find where time is not being best utilized. Below are the steps to help your client, so they can prioritize working with you: 1) Help your client recognize what can be delegated and automated. This can be areas in work, food prep, laundry, etc. It all adds up. 2) Help your client use Toggle to clearly see where they are spending their time. Perhaps too much social media or dating apps? 3) Determine what is best sequential vs parallel.

My question would be on a scale of 1-10 how much do you want to create this change in your life. We vote with our time. The things we think are important we MAKE the time for. So when I hear a client say… I only have a limited amount of time but I really need you to help me do x,y,z we go back to the basics of why they want this, what will it mean if they achieve it, and what will it mean if they don’t. Always putting the client in choice!

With all current solutions, after one session that we can set expectations and understand challenges through. We can connect through different channels and along the time this can be converted to daily capsules where mentee sends questions and topics to be discussed and mentor can answer. This only can successfully happen with the help of 2 pillars: 1- Mentor makes sure the mentee is not getting defensive/passive. 2- The magical question of (if you go back in time and redo it, how would you act differently?)