Brancher’s Post

Mentoring is so important for continued team building. Finding the right mentors can be a challenge and you need both members to be actively engaged. How to Build an Effective IT Mentoring Program

Mentoring is evolving, and it's time for us to rethink how we engage with our mentees. The traditional "one-size-fits-all" model no longer works. In my latest article for Psychology Today, I explore the importance of personalising mentoring to meet the unique needs of each individual. Whether it's adapting to different learning styles or supporting neurodivergent professionals, tailored approaches create meaningful growth for both mentor and mentee. 🔗 Read more below #Mentoring #LeadershipDevelopment #PersonalGrowth #WorkplaceCulture #InclusiveLeadership National Mentoring Day Association of Business Mentors (ABM)

𝐍𝐄𝐖 𝐁𝐋𝐎𝐆 𝐀𝐑𝐓𝐈𝐂𝐋𝐄: After 17 years of navigating economic ups and downs, a pandemic, and every kind of mentoring scenario you can imagine—from senior execs to fresh hires, people with disabilities, and those with diverse identities—we’ve nailed down our 𝐓𝐨𝐩 𝟕 𝐌𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐁𝐞𝐬𝐭 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬. These tips work in any mentoring situation and are your go-to for ensuring success. https://lnkd.in/gTr-eHcU At Pollinate, we use assessments and analytics to keep a close eye on mentoring programs, tweaking them for the best results. Check out our blog this month for these best practices, and watch your mentoring program not just survive but thrive, creating connections that really matter. #mentoring #mentorship #mentor #mentoringprograms #mentorshipprograms #algorithms #preparation #goals #enablement #personalized #communities #empathy #training #ROI #returnoninvestment #intent #engagement

5 Things I Learned from Mentoring: Lessons from an Inspiring Conversation with REMT Alumni Yesterday, I had the privilege of reconnecting with our REMT alumni from batch 2. Every interaction with these emerging leaders reminds me that mentorship is as much about learning as it is about teaching. Here are a few key takeaways from our conversation, each with its own lesson and story: 1. Lead by Example I realized that every small action is being observed—even how I stay active. I make it a point to walk 5 km every day, and when my mentees see that discipline, it often motivates them to find their own daily routines that boost their well-being. Mentorship is about more than professional advice; it’s about modeling resilience and balance in all areas of life. 2. Embrace Vulnerability In mentorship, I’ve found that it’s okay to admit when I don’t know something. Just recently, a mentee asked a complex question about market trends I wasn’t fully versed in. Instead of giving a vague answer, I told them honestly, “I don’t know, but I’m going to dig into it.” That openness showed them that learning never stops, no matter where you are in your career. Vulnerability isn’t just allowed—it’s empowering. 3. Ask for Feedback Asking for feedback isn’t always easy, but it’s so valuable. I remember asking one mentee for feedback on how helpful a recent session was. Their perspective helped me refine my approach, and it also showed them that improvement is a two-way street. Feedback isn’t just about making them better—it’s about helping me grow alongside them. 4. Authenticity in Communication When I’m authentic, it’s liberating, and it encourages them to be real with me, too. Sometimes, I’ll share a challenge I faced in business and how I struggled through it. I don’t shy away from the hard parts—mistakes, doubts, even the times I felt lost. I’ve seen that when I’m honest, it breaks down barriers and opens up deeper conversations, making our mentorship relationship much stronger. 5. Lead with Purpose Purpose is a powerful motivator. I talk often about why I founded SEA Bridge and my goal of making a measurable impact in Southeast Asia. When they see that purpose drives my decisions, it inspires them to think about the “why” behind their own goals. Purpose isn’t just something to talk about—it’s something to live by. And the more they see it in action, the more they’re encouraged to find and follow their own purpose. Mentorship is a journey of mutual growth, reminding me that every interaction has a lesson. What are some of the most memorable lessons you’ve learned from mentoring or being mentored? #Mentorship #Leadership #REMT #GrowthJourney #PurposeDriven #Authenticity #LifelongLearning #SEAGrowth #Just1Percent #CasperSEABridge #FutureOfASEAN

Forget traditional mentoring: Why personality and values-based matching is the future. Have you ever wondered why some mentoring relationships flourish while others fizzle out? It’s not just about skills and experience. → It's about personality and values. Traditional mentoring often overlooks this crucial aspect, and that's where things go wrong. But there’s a better way. Here’s why personality and values-based matching is the future of mentoring: Authentic Connections When mentors and mentees share similar values, the connection becomes more genuine. → It’s easier to build trust and understanding. Increased Engagement People are naturally more engaged when they feel aligned with their mentors on a personal level. → This leads to more meaningful interactions and better outcomes. Higher Retention Rates When the mentoring relationship is strong, both parties are more likely to stay committed. → This reduces churn and ensures long-term success. Enhanced Learning Experience When personalities mesh well, the learning environment becomes more supportive and less stressful. → This allows for better knowledge transfer and personal growth. Greater Satisfaction Both mentors and mentees report higher levels of satisfaction when their values align. → This leads to a more fulfilling mentoring experience. At Brancher, we’ve seen firsthand how powerful this approach can be. We’re not just matching people based on roles or expertise. We’re looking at who they are as individuals. And it’s making a world of difference. So, if you’re still relying on traditional mentoring methods, it’s time to rethink your approach. Look beyond the resume. Focus on personality and values. The future of mentoring is here. What are your thoughts? Have you experienced the benefits of personality and values-based mentoring? Share your stories below.

🌟 The Art of Mentorship: Lessons from the Frontline 🌟 During my time as a noncommissioned officer in the army, a pivotal part of my role involved not just leading, but also training, coaching, and mentoring. While these terms are often used interchangeably, they each play distinct roles in developing individuals and teams. 🔍 Training, is foundational—it’s about teaching skills and knowledge. At the frontline and for new-hires, we dedicate a much higher amount of time say 85-90% of our efforts to training early in an employ’s tenure, as it's crucial for building competence and confidence in our team members. 🗺️ Coaching, is about guiding and empowering individuals to find their own solutions. Coaching requires a different approach. Much like a basketball coach positions a player to make the play, our role is to facilitate growth rather than simply solve problems. In the early stages, coaching might make up 10% of our efforts. As an employee gain greater competence and confidence, the become more independent which allows the leader to do less teaching and more coaching, and mentoring. *A great book on coaching is: “The Coaching Habit”, by Michael Bungay Stanier. Stanier says: Say Less, Ask More, & Change the Way You Lead Forever 💡 Mentorship, is about enlightenment. With mentorship, we share our experiences and insights to broaden perspectives and inspire growth. As we become more senior in our careers, the focus shifts towards mentorship, often making up to 70% of our time. There are valuable benefits for both mentors and mentees: For the Mentor: Sharing knowledge not only reinforces our understanding but also keeps us engaged and invested in our field. It fosters leadership skills and enriches our professional network. For the Mentee: Gaining insights from someone with firsthand experience accelerates learning and boosts confidence. It opens doors to new opportunities and provides a supportive environment for growth. By investing in deliberate training, coaching and mentorship organizations will build a culture where individuals will take disciplined initiative, solve problems, and make decisions without having to ask permission. 💬 How do you integrate mentorship into your professional journey? Share your experiences or insights on how these dynamics have played out in your own fields. Let's enlighten each other! #Mentorship #Leadership #Coaching #Training #ProfessionalDevelopment William Hickman, MG, US Army (Retired) Shannon Tutor Walter H. Rasby III Melanie Reddrick Jennifer Weaver, CPSM Shannon T. Sapp Eddie Sedlock Heather A. Neal Porter Gary Lewis

Internal mentoring programs within our companies are a great, but often overlooked or unknown type of Learning&Development program. (Mentoring is when a more experienced mentor long-term accompanies and teaches a less experienced mentee.) But: ↪ There is so much knowledge you can share internally. ↪ You don't spend money on external lectors and consultants. ↪ Both mentor and mentee grow together. ↪ It's a long-term learning focused on important areas for your business. ↪ The performance of your business grows in the long-term period. ↪ Good employees want to grow so you are improving your retention rate. I coordinated mentoring programs for several years. Here are six tips that I learned on how to start building your mentoring program: 1. The key is to create a good match between mentor and mentee. If the mentoring pair is not fit, make a change. 2. One mentoring program cycle should be from 9 to 12 months. But no less than 5 months. 3. Organise training for mentors before the start of the mentoring program. 4. After three months of the program, organise the second meeting of mentors. Mentors can have questions, and share their experiences. 5. Each mentoring pair should set goals for the mentoring cycle and have monthly meetings. 6. Mentors should have one contact point - an advisor in case they have questions on how to lead their mentees. Important is setting up measurement goals and collect feedback after each mentoring cycle. I measured the six following metrics: 1. NPS scores of mentors and mentees. 2. Number of 1on1 meetings. 3. If they've met their mentoring goals (On a scale from 1 to 10). 4. If they had enough information about the program. 5. Open question: What was the added value of this mentoring cycle for them? 6. What should be improved? Completion of the feedback shouldn't take more than 5 minutes. Otherwise, you will not collect enough responses. Please, do you have experience or good tips on how to run an effective mentoring program? Or do you know someone who has experience with mentoring programs? I would love to share such tips and learn something new. Thanks for sharing. ❤️ 

Without doubt one of the most fundamental skills for turning implicit into explicit knowledge and enabling teams to grow and for individuals to achieve their full potential. Mentoring enables both parties in the relationship to learn, challenge and improve. Having the skills and behaviours to mentor, and be mentored, should be part of every teams development.

Mentor supervision is needed to uphold professionalism and ethical practice in mentoring profession. Alongside with coaching, supervision has been on the radar of many coaching programs here in Vietnam with many executive coaches partaking in highly invested supervision program to guarantee their highest standards in coaching practices. But of course, not everyone will be coaches or choose coaching as their main source of incomes, still they would like to dabble into the people development aspect, that's where mentoring comes in! With many mentoring programs established in university, organizations, nonprofit etc, industry professionals who are keen on giving back or wanting to develop their people skill will choose mentorship as the starting point. However, just like some trainers are "accidental trainers", I believe some mentors are also "accidental mentors" - they learned the skills on the job, from basic training, from experience and choose what works best for them in the mentoring practice. This is where mentor supervision is very much needed to all the mentoring programs out there - to ensure all mentors understand the ethical and professional practices in mentoring and have the opportunity to learn and reflect their practices, regardless of their experiences in mentorship. The infographic from Coach Mentoring Ltd. demonstrates very well how mentoring supervision can support mentors in all stages. Mentoring supervision, as needed as it is, is still lack of research and best practices due to the profession itself is not a "paying" profession like coaching, so you can find so many resources for coaching supervision, but not for mentoring supervision. In my previous role managing career mentoring program, I piloted a mentor supervision program for a small cohort of mentors and did struggle quite a lot to develop and partner with suitable coaches who have expertise in mentoring standard practices. Hopeful to get connected with experts on this topic here for future collaboration! Read more of mentoring supervision here: https://lnkd.in/gDFsUft9 #mentoring #supervision #mentoringprogram #mentor #careerdevelopment

If mentoring had a recipe, Wendy Axelrod’s "10 Steps to Successful Mentoring" would be the ultimate cookbook. As an HR professional constantly navigating the mentoring maze, this book is a new trusty guide. Axelrod breaks down mentoring into ten digestible, actionable steps that are as practical as they are insightful. From setting clear goals to nurturing a growth mindset. Her approach transforms the abstract concept of mentoring into a concrete and enjoyable process. One of the best parts are the witty anecdotes and real-life examples. They not only keep you entertained but also make the steps relatable and easy to implement. It’s like getting mentoring advice from a wise friend who knows exactly what you’re going through. Incorporating these steps will improve mentoring programs and foster stronger, more meaningful connections within your organization. Axelrod’s strategies have turned our mentoring sessions into dynamic, productive conversations that genuinely drive career development. Kickstart Your Mentoring by implementing Wendy Axelrod’s first step: Set Clear Goals. https://amzn.to/3W6vAOz