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What do you do if your mentor-mentee relationship in account management is not working?

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Mentorship is a valuable way to learn and grow as an account manager, but what if your relationship with your mentor or mentee is not working out? Maybe you have different expectations, communication styles, or personalities. Maybe you feel like you are not getting enough feedback, support, or challenge. Maybe you are just not clicking. Whatever the reason, a mentor-mentee relationship that is not working can be frustrating, demotivating, and even damaging to your career. In this article, we will explore some steps you can take to address the situation and improve or end the relationship in a respectful and professional way.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF |…
Leonardo Ruoso

Sales Italy at Accuris | Igniting the future: Empowering builders to shape a better tomorrow.
Goutham Rajan

Building the future by recruiting the best today. Reach @ 9916103938. #Perm #RPO #MSP - GCC's, BFSI & Product Hiring.

1 Identify the problem

The first step is to identify the root cause of the problem. Is it a mismatch of goals, skills, or interests? Is it a lack of trust, respect, or rapport? Is it a conflict of values, opinions, or styles? Is it a practical issue, such as availability, frequency, or format of meetings? Try to be honest and objective about what is bothering you and why. You can also ask for feedback from your mentor or mentee, or from a third party, such as a colleague, a manager, or a mentorship coordinator.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF | Africa
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Commencez par analyser la situation pour identifier les sources de friction ou de mécontentement. Est-ce une question de communication, d'attentes non satisfaites, ou de différences de style de travail ? Dans mon cas, j'ai réalisé que des attentes mal alignées concernant les objectifs de la relation étaient au c?ur du problème.

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Leonardo Ruoso

Sales Italy at Accuris | Igniting the future: Empowering builders to shape a better tomorrow.
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Check for the openness of the communication, you both need to be committed to share freely, building trust and transparency. Are your goals aligned? Set clear personal and professional goals and try to validate your counterpart is also benefiting from the relationship, because it requires mutual commitment, so both need to be available, actively engaged, and invest time. Trust needs to be mutual and mutually built to allow for a honest and respectful relationship, having both genuinely invested in mutual growth. Embrace shared learning, there's only real learning when you learn from each other's perspectives and insights. Accept and offer balanced feedback to foster development and keep adapting to ensure continued mutual benefit.

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Goutham Rajan

Building the future by recruiting the best today. Reach @ 9916103938. #Perm #RPO #MSP - GCC's, BFSI & Product Hiring.
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If your mentor-mentee relationship in account management is not working, it's essential to address the situation promptly and effectively to ensure both parties can benefit from the mentorship. Here are some steps you can take: 1.Reflect on the Issues 2.Communicate Openly 3.Clarify Expectations 4.Seek Feedback 5.Set Goals and Action Plans 6.Be Flexible and Adaptive 7.Consider Seeking Alternative Support 8.Know When to Move On Remember, effective communication, mutual respect, and a willingness to work together are essential for building and maintaining a successful mentor-mentee relationship in account management.

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George Adel

Experienced Sales Manager in the Pharmaceutical Industry | Product Launches | Marketing & Distribution | B2C and B2B Markets |
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I believe its the choice at the beginning and the welling to develop following that is clear goals setting adding availability which is a major driver.

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2 Communicate openly

The second step is to communicate openly with your mentor or mentee about the problem. Don't avoid or ignore the issue, as it will only worsen over time. Instead, schedule a meeting or a call where you can express your concerns and expectations in a constructive and respectful way. Use "I" statements, such as "I feel", "I need", or "I appreciate", rather than blaming or accusing the other person. Listen actively and empathetically to their perspective and try to understand their point of view. Seek to clarify any misunderstandings, assumptions, or gaps in communication.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF | Africa
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J'ai initié une conversation franche avec mon mentoré pour discuter des défis que nous rencontrions. Cet échange a permis de clarifier les malentendus et d'exprimer des attentes réalistes des deux c?tés. La clé a été d'adopter une approche non défensive et ouverte à la critique constructive.

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George Adel

Experienced Sales Manager in the Pharmaceutical Industry | Product Launches | Marketing & Distribution | B2C and B2B Markets |
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constructive and respectful are both a key in communication in relation between the mentor and mentee which would make it move forward in positive way.

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3 Adjust your approach

The third step is to adjust your approach based on the feedback and discussion you had with your mentor or mentee. You may need to change some aspects of your relationship, such as the frequency, duration, or agenda of your meetings. You may need to set new or revised goals, expectations, or boundaries. You may need to adopt a different communication style, tone, or medium. You may need to explore new topics, activities, or resources. You may need to give more or less feedback, support, or challenge. Whatever changes you agree on, make sure they are realistic, measurable, and mutually beneficial.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF | Africa
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Suite à notre discussion, j'ai ajusté mon style de mentorat pour mieux correspondre aux besoins et au style d'apprentissage de mon mentoré. Cela comprenait des modifications dans la fréquence de nos réunions, dans le type de soutien fourni, et dans les méthodes de communication.

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4 Evaluate the results

The fourth step is to evaluate the results of your adjustments after a reasonable period of time. Have the changes improved your relationship? Are you both satisfied with the progress and outcome? Are you both learning and growing from the experience? Are you both enjoying and respecting each other? If the answer is yes, then congratulations, you have successfully resolved the problem and strengthened your relationship. If the answer is no, then you may need to revisit the previous steps or consider the next one.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF | Africa
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Après avoir apporté des ajustements, j'ai pris le temps d'évaluer si ces changements avaient un impact positif sur notre relation de mentorat. Cela impliquait de solliciter des feedbacks réguliers de la part de mon mentoré et de rester attentif à son niveau d'engagement et à sa satisfaction.

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George Adel

Experienced Sales Manager in the Pharmaceutical Industry | Product Launches | Marketing & Distribution | B2C and B2B Markets |
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setting reasonable timeline to evaluate the progress and feedback accuracy is crucial step to grow and show progress that goes both ways for mentor and mentee.

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5 End the relationship

The fifth step is to end the relationship if you feel that it is not working and cannot be fixed. This is not an easy decision, but sometimes it is the best one for both parties. Ending a mentor-mentee relationship does not mean that you have failed or that you have a bad relationship with the other person. It just means that you have different needs, preferences, or goals that are not compatible or aligned. To end the relationship in a respectful and professional way, you should communicate your decision clearly and politely, explain your reasons without blaming or criticizing, express your gratitude and appreciation, and wish them well for the future.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF | Africa
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Dans un cas où, malgré nos efforts, la relation n'a pas évolué positivement, j'ai d? prendre la décision difficile de mettre fin à notre accord de mentorat. Cette décision a été prise en concertation avec mon mentoré, en veillant à ce que la conclusion soit mutuellement respectueuse et professionnelle.

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6 Seek a new relationship

The sixth step is to seek a new mentor-mentee relationship if you still want to benefit from mentorship. You can ask your current mentor or mentee for a referral, or you can contact a mentorship coordinator, a manager, or a colleague for suggestions. You can also look for opportunities to connect with potential mentors or mentees through networking events, online platforms, or professional associations. When you find a new match, make sure to establish clear and realistic goals, expectations, and boundaries from the start, and to communicate regularly and openly throughout the relationship.

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Nikolai Sytar

Partner at Fitch Bennett Partners – Executive Search | Interim Management | Executive Seminars | SciencesPo POTAF | Africa
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Après avoir terminé une relation de mentorat, j'ai cherché à établir une nouvelle relation qui pourrait être plus alignée avec mes compétences de mentor et les besoins du mentoré. Cela a inclus de réfléchir à mes propres apprentissages de l'expérience précédente pour être un meilleur mentor à l'avenir.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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CYNTHIA LOZANO

Let me" ENSURE YOUR INSURANCE NEED" , LET me "Ensure YOUR LOVED ones with MEDICARE are CARED for with the RIGHT INSURANCE or MEDICARE ADVANTAGE PLAN"
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Adjust your approach by allowing the mentee to take charge of the situation with the expectation set and allow their actions to place a setting for the next collaboration

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What do you do if your mentor-mentee relationship in account management is not working?

1

2

3

4

5

6

7

1 Identify the problem

2 Communicate openly

3 Adjust your approach

4 Evaluate the results

5 End the relationship

6 Seek a new relationship

7 Here’s what else to consider

Account Management

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What do you do if your mentor-mentee relationship in account management is not working?

1

2

3

4

5

6

7

1 Identify the problem

2 Communicate openly

3 Adjust your approach

4 Evaluate the results

5 End the relationship

6 Seek a new relationship

7 Here’s what else to consider

Account Management

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