how-to-be-an-excellent-mentor

Most successful people have mentors to help them discover and make best use of their potential.

While many mentors are naturally part of our lives, today we can make this a more effective part of our performance development. Training mentors and coaches – and providing them access to effective tools ensures great results from excellent mentors.

Effective mentoring is a relationship where two people agree to help maximize performance and achieve goals. With a special relationship, the right mentor will improve anyone – young people; those at work; achievers in sport; and business leaders – anyone who wants to improve and become the best they can possibly be. Constructive mentoring is about relationship building – based on acceptance, affirmation and respect. It is a relationship that is deliberate, often planned and managed, with transparent goals and clear objectives.

Once these relationships are established, both parties can focus on real objectives. Both people will benefit from the relationship when they identify and agree what it is that needs to be addressed. Our research constantly indicates the importance of self-esteem and resilience in each person trying to reach performance goals. Now mentors can get help to guide them to discover the issues early in their relationship

The Greatest Difficulties are Getting Started. The difficulty most mentors are faced with is trying to identify the factors that impact on these two bases – self-esteem and resilience. Now there are online profiling tools that offer the mentor and the mentee a neutral framework to more easily identify these influencing factors. And a set of tools is available for each performance area.

  • Workplace
  • Sportspeople
  • Students families and young people
  • Leaders and Managers

Having specialized assessment tools adds focus, measurement and a kick-start to the mentoring changes. By incorporating the online mentoring tools into the mentoring process a good ‘natural’ mentor can become great mentor exhibiting the following skills:

  • New management and communication skills.
  • Increased awareness for developing performance in others.
  • Satisfaction in seeing potential in others being actualized.
  • Inspiration and leadership.

Without this clear definition, and with no way of measuring the change, both mentor and mentee can quickly become de-motivated and relationship meanders through a series of social nice-to-do meetings with little actual progress. Even more damaging is the chance the mentee perceives yet another failed relationship and abandons hope of self-improvement. People like to see their progress charted in a visible way. If some form of measure is applied to monitor progress the mentoring relationship is more likely to produce sustainable changes in the mentee. These personal performance improvements will include:

  • Improved performance and realistic goal achievement.
  • Empowered decision-making.
  • Maximized personal potential.
  • Growth of healthy self-esteem, resilience and a sense of worthiness.

Now mentors can save time, avoid those initial uncomfortable moments when sharing and identify personal qualities. There are Performance Tools available online that offer a neutral framework, shared language and objective starters to make your coaching / mentoring relationship work effectively.

Excellent Coaches and Mentors can become great – and those people they mentor will become even greater.

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