How can you make mentoring more interactive?

Mentoring means the act or process of helping and giving advice to a younger or less experienced person. By following and utilizing the below mentioned steps, one can make mentoring more interesting and adaptive - 1. Discuss goal setting and aspirations 2. Identification and providing valuable and accurate resources 3. Support the mentees with their progress journey/ 4. Professional development advises. 5. Offering encouragement during tough and challenging times 6. Provide development tips and ideas personally 7. Share knowledge and life ideas (real time experiences).

If we have set clear goals and expectations it helps across the org: 1) Individual and team can prioritize there work 2) end goal is defined, no need of micro management 3) It helps in increase in productivity 4) This helps in removing unwanted distractions too 5) Satisfaction and loyalty increases automatically by being transparent to all

One of the things I’ve seen in mentorship is the problem of communication. When a new team member is joining the group, the atmosphere of organization should be shared with effective dialogue. And when promoting a member, the kind of conversation between members and within hierarchy is of extraordinary importance.

Mentoring is a process which must be handled with utmost care and precision as it has the outcome dependent on it. The first step in mentoring is finding the need for the same as without the need if the mentoring happens then it may reach to an unnecessary wastage of time and resources. Second stage on the same would be observe, communicate, discuss and be on the same page on both need and the outcome. Mentor and the mentee should be having a clear understanding on the expectations from both the sides to reciprocate the need and the solution. Clear expectations setting and path finding would be desired as initial steps to start a mentor-mentee relationship.

The goals of a mentoring relationship should be a co-creation conversation not one or the other party setting an agenda. Co-creation ensures mutual benefit and therefore boosts interaction and engagement. Additionally, ensure that these goals are occasionally revised to reflect what learning has occurred so far.

Mentoring when used with a right mindset and directives can create wonders. To make it concise and interesting, it is good to use different ways to do so. Following are the different ways to consider.: 1. Focused catch-ups 2. Online meets 3. Telephonic comms when physical meets are not possible or extending the support over a small request from the mentee. 4. Using different methods like fun activities or MCQ based Q&A to keep it interesting. All these and many more based on the need and analysis of the organization and the mentee would be helpful in making a win win.

Using different tools is the key for interactive training programs! This helps sustains attention span of mentees and creates a ground for active participation!

Consider forming mentorship circles or groups where multiple mentors and mentees can interact. This provides networking opportunities, a broader range of perspectives, and fosters a supportive community. Bring in subject matter guest speakers to provide additional insights and perspectives on industry trends. The key here is to encourage, engagement, continuous learning and professional development, and collaboration.

Mentoring can be done in different formats, however I found that as the relationship is kicking off, it is best to start with the more "professional" formats. This would include a video platform or phone call. The reason for this is because at the start of the relationship the mentee needs to set clear goals of the mentor/mentee interactions and begin establishing trust. As you get to know the other person, and the relationship progresses, it can transform to using text, apps, etc.

The key is to tailor the tools to the nature of mentoring and the specific needs of each mentee We should also use tools that mentees feel comfortable with. In almost all of my sessions I ask mentees to summarize the session and here we can use shared notebooks (collaborative note-taking apps). Normally, we also agree on homework.This homework can be collaborative or not and use different tools that exists (gamification, white boards, etc.)

Most mentors feel a pressure to provide value, which usually has them do a LOT of talking. But sometimes, the biggest gift mentors can provide is focused, empathetic listening. This alone will make mentoring more interactive by sharing the conversational load. And really mentors, like coaches, can help others facilitate their own thinking through inquiry and reflection. Also, ask the mentee to come prepared for the session. Have them send key questions in advance, or a memo of their current situation, goals, and what needs to be sorted out. Basically, put the mentee to work! This is how they learn and grow. This isn't to stroke a mentor's ego or celebrate their career, it is about being of service to emerging leaders.

It is the story that they hold on to (Coaching the Narrative); So bring to awareness of the narration or the stories they tell and live everyday and then slowly but surely shed light into it and allow them to see that there is another possibility to the story It is just like us watching a horror movie and be wondering why are they so "stupid" not to see it. But in reality it is true as they are in the scenario, hence being the mentor to show the overview of it will create clearer clarity for your mentee

To be able to give constructive feedback we have to actively listen to the mentee and be empathetic. Only in this way will we be able to gather all the necessary information to understand strengths and how you can maintain and improve them. It is also important to encourage the mentee to reflect about what he’ve already done, whether it worked and why. Reflective analysis allows us to obtain valid information to provide constructive feedback while mediating feedforward.

Feedback is what makes the Mentor/Mentee relationship invaluable. Without constructive and timely feedback, it would not be a true Mentor/ Mentee relationship. As a Mentor, the Mentee opens up about challenges and experiences to hear your thoughts. If feedback is not being provided by an existing Mentor, I would explore getting a new Mentor that will provide you valuable insights.

Providing regular and timely feedback is a great way to provide insight and guidance while the event/situation/task is still fresh in the minds of both the mentee and mentor. Feedback doesn't always need to be positive, but it should always be constructive, so the mentee can take the opportunity to learn and improve.

Peer to peer learning is very similar to experiential learning, sometimes the fastest way to learn is not so much about banging the wall and failing But more of knowing what are the other walls others have knocked and how could you achieve your goal faster without knocking as much walls It is similar to; - Reading books of others - Watching TED Talks - Attending courses - and many more

Not just peer-to-peer but the Two-Way Learning Approach can be invaluable. Encourage a two-way learning process where both mentor and mentee share experiences and learn from each other. This approach fosters a more collaborative and engaging relationship.

In my experience the celebration must be a really special step of the mentoring program, if so both mentor and the mentee can dedicate time and attention to focus on the improvements achieved and be motivated to continue developing.

Mentoring is a two-way street with learning in stored for both the mentor and the mentee. In order for this relationship to work, it is important for the experience to be engaging. - Clarifying and setting clear goals and outcomes to celebrate success - Using technology to enhance the experiences - Feedback and reflection on the feedback. - Asking relevant questions - Share learning materials such as articles, podcasts and blogs

In heart of a buzzing metropolis, a tech company sought to cultivate leadership. CEO Ruth recognized the need to nurture emerging talent and enlisted the expertise of executive Daniel as a mentor. Together, they embarked on a mission: to push the boundaries of innovation with a transformative project. Through collaborative mentoring sessions, Daniel and the emerging leaders coalesced around a vision, exploring uncharted territory and overcoming challenges. Their collective efforts bore fruit—a groundbreaking project that not only impressed the industry but also showcased the power of collaborative mentorship. The mentees, empowered by their experience, emerged as confident leaders, ready to steer the company towards greater success.