Questions about questions If there is a question a coach can ask that qualifies as the most irritating to clients, it would surely be: “If you did have the answer, what would it be?” It’s probably ingrained, like the writing in a stick of rock, in the bones of robotic coaches. Of course, there are...
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Second wave coaching and mentoring In the recent years and particularly in the past 18 months or so, many organisations have been taking a close look at the way they approach coaching and mentoring. They are driven by two reasons. One is that the economic climate has put every discretionary spend under the microscope of...
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Group mentoring is a relatively recent innovation. It is typically used in situations, where the demand for mentors outstrips the supply. In a typical group mentoring programme, the mentees might meet on their own once a month, acting as peer mentors and agreeing topics they want to bring collectively for discussion with their mentor. They...
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One of the key supports for mentoring programmes is having a cadre of highly experienced mentors, who new mentors can lean on and learn from. In some programmes, these mentors take on much of the burden of new mentor development, shifting the balance from classroom learning towards ad hoc, situationally based learning. So what makes...
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As the world struggles with recession and uncertainty, mentoring has a major role to play in helping people focus on personal and business priorities and to maintain confidence in their ability to face the future. The start of a new year is a good time for program managers to step back and reflect; and perhaps...
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It’s a rare privilege to listen to someone, who has experienced great discrimination in the workplace, but has nonetheless achieved a highly successful career. Lord Browne of Madingley, former Chief executive of BP, this week gave at consultancy Arup in London, an impassioned speech , which was partly about his won experiences and partly about...
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Many companies limit the effectiveness of their talent management by taking a narrow perspective of what is involved – focusing on the aspects of identifying, development retention and promotion. In contrast, a systemic view of talent takes into account the whole Talent Life Cycle and consists of nine key elements: · Employer reputation and engaging potential (more…)
The Mentoring Expert Webinars with David Clutterbuck and Lis Merrick are designed to provide continuing support and development for mentors. They are available to any mentoring programme, whether in-company or for a professional association or not-for-profit. Each is designed to last for 60 minutes, including 15 minutes of questions. Participants are also encouraged to send in their experiences...
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Arguably the most common cause of problems coaches bring to supervision is mismatch of expectations at the contracting stage of the relationship. Inexperienced coaches, in particular, tend to see the client and their issues in a linear way – the client something they need to address and the coach’s job is to help them find...
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In coming to virtual group supervision, people tend to have two main aims: Typically, a session would involve: Presenting an issue In presenting within the virtual environment, it is important to be succinct, to the point and open. Try to keep your explanation and scene-setting down to less than three minutes. In preparation, you should (more…)
