You're building a mentoring network. What are the top-rated coaching tools you need to have?

Metas SMART são essenciais para implementar objetivos plausíveis que farão com que o mentorado possa acompanhar seu progresso, mas além disso, possibilitará o engajamento, já que o mesmo poderá acompanhar e ter a percepção de sua própria evolução periodicamente!

Coaching tools start with frameworks that would make coaching a smooth ride between the mentor and the mentee. SMART framework is a great one to consider. Specific goal the mentee want to achieve. Measurable progress through tracking. Achievable with what technique or approach? Relevant in such that time after time, the information is still usable because of its relevance factor. Time-bound to determine the actual duration to complete the goals.

At Mamazen, I leveraged my 14+ years of digital entrepreneurship and connections from leading Bakeca.it, Glamoo.com, and scaling Pony Zero to €6 million in revenue, to build a powerful mentoring network. My roles as a Business Angel, Club Degli Investitori member, Studiohub Board Member, and author of a Venture-Building White Paper equipped me with a diverse and knowledgeable network. I matched our startups with mentors who provide not just expertise but also a commitment to innovation and growth. This strategic network accelerates startup success by offering tailored advice and industry insights, embodying Mamazen’s commitment to nurturing entrepreneurial talent through every development phase.

To build a bridge between your mentee and yourself, there needs to be a foundation of honesty - which comes with compromisation - for me I believe in developing wholeness for the individual therefore I believe in nurturing through the values of an individual -before working out their goals as their goals will differ from time to time - so the importance of a handbook through day to day reflections would help me understand their character before we work on their strengths and weaknesses, by allowing independent learning for the mentee fosters the mutual respect between the mentor and mentee with opening doors that connect their values with passion would help them to excel in what they do.

1)Specific Being crystal clear your goal is key. Wanting to lose weight is a dream. Wanting to lose 10 lbs is a goal. Wanting to lose 10 lbs in April so I can look good in my outfit for your school reunion is a specific goal. 2)Measurable When you measure something, you can track your progress and know when you achieve a goal. 3)Achievable We often set lofty goals with no intention of achieving them, which leads to resentment, frustration, and burnout. This step in goal setting is meant to inspire motivation, not to discourage. 4)Realistic Find a goal that fits your current reality and lifestyle and work to progressing further each day, week, and year. 5)Time-sensitive A goal without a date is a dream.

O feedback contínuo é uma ferramenta capaz de alinhar parâmetros importantes, possibilitando um acompanhamento periódico o qual trará mais benefícios, e também diluindo os feedbacks que seriam macros, em pequenas devolutivas que manterão o mentorado atento a seus objetivos, confiante no mentor, de modo que compreenderá estes feedbacks como ajustes de rotina e não criticas hostis!

An essential resource, the Feedback Model lays out a framework for expressing helpful criticism in a systematic way. Specific observations, behaviour impact and improvement suggestions are the three main components of this paradigm. Participants are encouraged to adopt a growth mentality and clarity is guaranteed by its systematic structure. In addition to the Feedback Model, other important coaching tools can include frameworks for goal-setting, assessments of competency and reflective exercises. By incorporating these technologies, mentoring programmes become more engaging and all-encompassing, giving mentors and mentees the skills they need to flourish professionally.

In my opinion, Feedback is only as good as how much TRUST the person receiving the feedback has in the person giving it. 3 ways to begin developing TRUST as a coach 1. Lead by example - you can't ask someone to do something you have never done yourself 2. Acknowledge your limitations - it makes the coach human, and gives the "student" an understanding that perfect does not exist, we ALL should remain students until the end 3. Keep your promises - no explanation needed Giving feedback is very much like giving someone an opinion, everyone has one. It only matters if they can TRUST you.

Feedback Suggestions:- 1. Every Mentoring session should be conducted openly by mentor, where the client is able to share on going feedback. 2. This enables the mentor to understand their client more, and with that knowledge, offer deeper insights, where more profound changes, can occur. 3. It is also helpful to create a formal feedback questionnaire, asking specific questions to your client ( written) to help the Mentor to continue to learn and grow. 4. It is important to not take feedback too personally, as it is a perspective, and needs to be valued and put through Mentor's filter for genuine adjustments to be made:) 5. If feedback is not understood, be interested, not offended and ask to understand more about their perspective.

Como mentora, he constatado que si el mentée, además de su mentor, recibe feedback de su manager, sus colaboradores y de otros compañeros consolida los cambios y adopta las indicaciones de mejora, sin percibirlas como ataques ni cuestionamientos personales pues están fundamentadas en hechos, se trasladan como opiniones personales (lo que en Coaching denominamos juicios fundamentados) y, lo más importante, se ofrecen con respeto desde el principio de "verdad en parte".

Very often, when a mentee poses a challenge, you may be tempted to share a solution and a course of action ("You should do this..."). The mentee needs time and safety to recall knowledge and connect the dots. And narrow down the challenge to a more manageable set. Asking open questions gives them that stimulus to evaluate what they know, find the gaps and uncertainties and identify the actions to address them, with affordable steps. When they stayed enough in the problem space, then can be time to discuss options and devise solutions. Then the mentor's experience can find a fertile ground and save time to the mentees. Save time but don't prevent hard thinking and experience.

Fazer perguntas assertivas, faz com que o mentorado, se auto questione, ao mesmo tempo que busca a resposta num contexto intrínseco, estas perguntas geram um reflexão que aprimora o laço entre mentor e mentorado numa relação reciproca de confiança!

Once some TRUST is establishing my #1 question is, "what is your biggest failure?" I was interviewing someone for a sales role a number of years ago for one of my companies. The person had interviewed with a couple of people and had gotten to me. The conversation was going very well until we got to that question. The person just stared back at me and finally said, "I don't have one (with a bit of a laugh)." I smiled, said that I enjoyed the conversation and the person left. I met with what would be their direct manager a bit later and said they could hire the person, but the chances of it ending poorly were high, and I explained. 6 months later, my feeling came true. You can't teach from a wound, only from a scar. God bless scar's.

As a marketing leadership coach one of my favorite questions is: "Where will you be if you don't do this?" Getting my clients to visualize a future state is key to helping them move beyond their present state.

Según mi experiencia, las organizaciones, cada vez más, reclaman evidencias constatables del impacto de los programas de desarrollo y de talento. Una de las fórmulas que como Mentora Coach insisto a los alumnos en los que acompaño en sus certificaciones de Mentoring y de Coaching es que incluyan en sus procesos medidas pre y post para evidenciar los cambios, incorporen indicadores o KPI´s desde las competencias y los comportamientos a desarrollar y programen sesiones de seguimiento para verificar cómo los cambios que se han producido se sostienen en el tiempo. Me parece esencial incorporar estas técnicas como evidencia de nuestro rigor profesional.

With some powerful questions, a coach can quickly raise awareness and responsibility in each area: G: goals and aspirations R: current situation or obstacles (internal or external) O: possibilities, strengths and resources W: actions and accountability

This is great. The GROW model can be synthesized into different models that work for you. I’ll always advise you have your personal solution model that is tested and proven over time. Mine is THINK YOU. I teach my mentees how to look within, discover themselves and birth the solutions they desire. My point: Find your method and use it.

Como um Mentor voltado a Pequenas e Médias Empresas, percebi na prática que trabalhar com ferramentas desenvolvidas para grandes corporações não funciona muito bem. O pequeno empresário não possui conhecimentos e nem estrutura para utilizar certas ferramentas. Eu desenvolvi muitas delas ao longo dos últimos 7 anos e a sua grande maioria são ferramentas simples adaptadas do LEAN. Vou dar aqui um exemplo prático. Para o Planejamento Estratégico eu utilizo 6 ferramentas: Mapa Estratégico Esteira e Mix de Produtos e Serviços Planilha de Estratégia Financeira Jornada do Cliente Planejamento Anual Plano de Implementação Com estas 6 ferramentas detalhadas meus clientes tem alcançado resultados em 12 meses que eles levariam 5 anos.

In the sales industry, metrics can be a valuable tool to utilize. When used with your own observations and customer feedback, metrics can complete the puzzle and shed light on the big picture. You can understand how effective they are by looking at the size of their sales, close rate, customer scores, customer retention and a variety of metrics to see where they’re producing or struggling. By using this information, you can dial in to quickly plug holes in their performance and build on areas of strength.

Building a mentoring network? Online platforms are essential tools you'll need. Look for platforms that facilitate easy communication and scheduling between mentors and mentees. Features like video conferencing, secure messaging, and file sharing enhance the interaction. Platforms that offer customizable profiles and matching algorithms can help create meaningful connections based on skills, interests, and goals. Also, consider platforms with tracking and feedback functionalities to monitor progress and outcomes. It's about creating a seamless, engaging experience for both mentors and mentees, ensuring that every interaction is valuable and impactful. Choose wisely to support the growth and development of your network.

The idea of mentorship should be a mutual one. I believe some of the most important traits to consider are integrity and transparency. It should be a humbling honor for someone to ask another to be their mentor, but to accept that position, there has to be a level of truth and honesty to ensure that you are committing yourself with positive intent, and with a focus to help support the Mentee. As a mentor, I am honest with letting my mentee know that there are certain things I can help with, and that are a strong suit of mine. In the same way there are areas where I may not have as much knowledge or confidence in providing such information or guidance. This is important to build that mutual connection and respect for the relationships.

Mentoring requires a safe space for unsafe discussions. What this means in practice: 1. Safe relationship. Your mentee needs to know that what is said between you stays between you. Confidentiality is paramount. Don't recall stories from other mentees, because that will indicate that you are happy to share personal information widely 2. Find a safe space for your discussions. Ideally, this is a neutral space away from the rush (and visibility) of the office. Cafes can be useful, and online works once you have established a trusting relationship 3) Safe time of day, which is ideally at the end of the day: you do not want the mentee clock watching and worrying about the next meeting. Focus matters.

Mind Mapping and IKIGAI Charts great tools to use as a mentor. Mind mapping can help your mentee map out what goals they have, what they need to do to accomplish them, and the different levels of priorities of each goal. IKIGAI Charts can help your mentee better understand what they enjoy and how that ties into what they can do professionally.

I think the only tool is to keep track of timelines Create timelines and meet them! Use a simple excel sheet and feed in all your data Keep your mind light , heart happy and keep working towards the goal.

I have always found at the heart of my most successful mentoring relationships, the foundation is a strong relationship built on trust. Trust is the key ingredient that binds mentors and mentees on this journey of growth. In my experience, open communication and active listening play pivotal roles. Establishing a safe space where mentees feel heard and supported fosters trust organically. It's not just about sharing insights; it's about understanding aspirations, and challenges, and helping each other navigate the professional landscape.