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Category: Best Practices

  • How to Mentor Introverts

    How to Mentor Introverts

    3 Tips for Mentoring Program Administrators Networking is not an easy thing to do, and for some people, just the thought of it can make them break out into a cold sweat. Yet, building up your mentoring network can be invaluable and critical to your success at work and in your overarching career. I’ve built up a professional network, as […]

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  • Finding Your Strengths in Mentoring

    Finding Your Strengths in Mentoring

    Why Do You Want to Be Mentored? While there are innumerable goals mentees could have when engaging in a mentoring relationship, from our experience, the vast majority of people enter such relationships looking to improve on a perceived weakness, either one that they’ve self-identified or one that someone else (e.g., their manager) has suggested as an area for improvement. From […]

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  • How to Set Priorities in Mentoring Relationships

    How to Set Priorities in Mentoring Relationships

    Too Many Distractions Lead to Unfocused Efforts In this always-on, always-connected world we live in today, it can be difficult to tune out the noise and distractions that bombard us and vie for our attention. It can also be hard, if not nearly impossible, to shut off our devices and truly step away from work. I’ve noticed recently that my […]

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  • What Does Success Look Like to You?

    What Does Success Look Like to You?

    Stop Comparing Yourself to Others We spend a lot of time in our lives competing with others, trying to live up to someone else’s standards, pushing ourselves to outdo those around us. We need to get that next promotion, secure that bigger office, score that huge raise, buy that enormous house, drive that hot new car. But do we really? […]

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  • The Mentoring Journey

    The Mentoring Journey

    How Mentoring Can Change Your Life One step forward, two steps back.  That is how life feels some days.  A few years ago, my son had to have major hip surgery and spend six weeks in a double hip spica (Google it). Even though those six weeks felt unimaginably difficult, once he was finally out of his casts came the […]

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  • Three Factors for Better Communication in Mentoring

    Three Factors for Better Communication in Mentoring

    Tips for Mentees and Mentors for Better Dialogue Mentoring can be a truly transformational process for the individuals involved.  It can impact a person’s skill, ability, or career direction, which in turn can change their life.  Mentoring program administrators and leaders can have a hand in these transformative powers by helping to build a sense of belonging and community through […]

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  • 4 Phrases You Should Use in Mentoring

    4 Phrases You Should Use in Mentoring

    Include This in Mentoring Training At their core, mentoring relationships are about people. We connect with one another, we learn from one another, we support one another, and we grow because of our interactions with one another. Without that human element, mentoring loses its very essence. Most people would agree that we need to treat our mentees, mentors, learners, advisors, […]

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  • Keys to Creating a Mentoring Culture

    Keys to Creating a Mentoring Culture

    Workplace Mentoring Programs Need Advocates Organizations and businesses of all types and sizes have latched on to the idea of mentoring for their employees—and for good reason. Mentoring impacts employee retention, productivity, engagement, leadership abilities, skill development, and morale. It really shouldn’t be a question of why a company has a mentoring program, but more a question of why an organization doesn’t have […]

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  • Real Goals in Action

    Real Goals in Action

    Establishing Effective Mentoring Activities You’re likely familiar with SMART goals, the tried and true way many people learn to develop goals. And while SMART goals have their place and serve a purpose, SMART goals actually guide the setting of objectives, not goals. To establish developmental goals, we need REAL goals. The REAL acronym stands for Relevant, Experimental, Aspirational, and Learning-based. Relevant – indicate why […]

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