What do you do if your mentor-mentee relationship in Business Innovation is not working out?

I have been in such a situation, this can happen. Mentoring is a very personal connection - some part can be structured, but a lot depends on chemistry. Here is what I do: - clarify expectations: is it really a mentorship that your mentee wants? Or rather a shoulder to cry on? Someone who knows the internal ways better? - what are the goals and what is the commitment of your mentee? Can they articulate the reason they participate? - once the mentoring relationship derails, talk it out. What changed since you started? Have the expectations changed? - walk away: sometimes the best solution is a clean break. If you both feel like it's not bringing you forward, discuss it openly.

A mentoria é um dos processos mais importantes para o desenvolvimento profissional, mas requer alguns cuidados para mitigar as frustra??es ou desgaste natural de uma rela??o. Dentre eles: 1. Escute com empatia e identifique o que precisam melhorar na rela??o; 2. Verifique as expectativas dos encontros para ambos; 3. Monitore os avan?os desse com exemplos claros. Permita-se encerrar o processo antes do desgaste de forma transparente

First, reflect on why the relationship isn't working. Is it due to a lack of communication, conflicting personalities, mismatched expectations, or something else? Understanding the root cause can help you determine the best course of action. Schedule a meeting or have an open conversation with your mentor to discuss your concerns. Be honest and diplomatic about how you're feeling and the specific issues you've observed. Avoid placing blame and instead focus on finding solutions.

This advice lays the groundwork for a successful mentorship by promoting self-reflection and open communication. Identifying the root cause, like a personality clash or differing goals, allows for tailored solutions. Being honest about your contributions and expectations ensures both parties are getting value. By writing down your desires and comparing them with your mentor's perspective, you can proactively address any misalignments and build a stronger, more fulfilling relationship.

Take the time to identify specific instances or patterns that have contributed to the breakdown in the mentor-mentee relationship. This might involve reviewing past interactions, feedback, or any documented expectations. Consider factors such as differing communication styles, conflicting priorities, or a lack of clarity regarding roles and responsibilities. Reflect on your own contributions to the issue, including any assumptions or misunderstandings you may have had.

Ask your mentor for feedback on your performance and areas where you could improve. This demonstrates your commitment to the relationship and can help foster a more collaborative dynamic.

Communication is the key. Sometimes, we can only understand what is being said, and we can work on what we understand. Understanding is the basis for improvement. Clear communication is a sign of trust; we trust each other, so we can tell each other the truth, even if we don't always say popular things. If we don't communicate, what we think will be sensed anyway, but we end up in a dishonest relationship. In personal communication, both parties should see each other as worthy. The mentor and the mentee are equal as persons; they both deserve each others respect and clear communication.

Prepare for the conversation with your mentor by outlining your thoughts and concerns in advance. Use "I" statements to express your feelings and experiences without placing blame on your mentor. Be open to receiving feedback and be willing to engage in a constructive dialogue to find solutions together. Avoid making assumptions about your mentor's intentions and instead focus on understanding their perspective.

Para el mentor es importante, saber en detalle que quieres solucionar. Para ello se necesita un buen tiempo en una comunicación clara. De parte del mentor hacer preguntas de acuerdo a su experiencia para llegar de una manera rápida a el planteamiento del problema

Open, honest conversations were game-changers in my mentorships. By expressing my needs and actively listening to my mentor, we could realign our expectations. This transparency fostered a more supportive and effective relationship, enhancing our mutual understanding and respect.

Go back to the core principles of the mentorship and have a candid conversation about why you both are having this partnership. Review the goals and clarify the role and expectations of both sides. If the approach is not working, change it, but persist in the ultimate goal. Pivoting is an important part of innovation process and it should be an option for the mentorship process as well.

Clarify expectations on both sides regarding the mentorship relationship. Ensure you both have a clear understanding of goals, responsibilities, and how often you'll meet or communicate. Brainstorm potential solutions together. This might involve adjusting the frequency or format of your meetings, setting specific goals or milestones, or bringing in a third party to mediate if necessary.

I've seen many mentor-mentee relationships flourish and a few falter. The key to reviving a struggling connection often lies in re-establishing rapport. Here's how to reignite the innovation spark with your mentor: Go beyond business. Explore common interests outside innovation – a shared love for a particular industry trend, a fascination with a specific technology, or even a favourite business biography. Share a recent business challenge you faced or an innovative solution you came across. Encourage your mentor to do the same. When your mentor speaks, truly listen. Ask insightful questions that demonstrate your interest and desire to understand their perspective.

El aprendiz, debe tener preguntas concretas para que el mentor lo guíe, en un tiempo estimado. Esto con el fin de aprovechar el tiempo.

Adapting my approach based on feedback significantly improved my mentorship experience. Embracing flexibility and being receptive to new strategies not only salvaged a waning relationship but also enriched my learning journey, making the mentorship more dynamic and rewarding.

First, it is ok to learn from multiple influences. This is crucial to enabling and being great innovators. There is much more to mentorship than expertise. The ability to connect on an authentic personal level is key to building relationships that have the greatest likelihood of working out. Another thing to remember is that the strongest mentoring relationships are mutually beneficial. It is not just about the mentee learning from the mentor. If the mentor is not interested in learning you should find one that does. Lastly, do more than just share each other's oxygen. Look for meaningful ways to create value. I don't think these are unique to an innovation-centric mentoring relationship. Push the limits!

If despite your efforts, the relationship continues to be unproductive or detrimental, it may be necessary to consider alternative options. This could involve seeking a new mentor within your organization or network, or exploring other resources such as workshops, online courses, or networking events.

Additional support is helpful in every way. If you are passionate and eager to learn, you can hardly be discouraged from investigating other sources of learning. But don't take the findings from other sources as an opportunity to tell the mentors that they are wrong. And why? It doesn't reflect well on the personal relationship if we start arguing just to prove someone wrong. In most cases, the truths depend on the situation. If you have found a better way, you can present an experiment you have done that works very well and ask your mentor for their opinion. I personally have found dozens of good sources to learn from. Be it LinkedIn Learning or online programs from edx. It is worth the time spending.

Deben, investigar por cuenta propia. Busquen en videos, libros, grupos de investigación. Esto con el fin de comprender mucho más la tutoría

An example I’ve been going through all my career is looking back to my family. When we need additional creativity it could be just inside family. In my case, I have an Investor analyst, a doctor, a philosopher, a permaculture architect… all of them had added a spice in my career. I love those chats with them… thank you, thank you, thank you.

Ending is not loosing, it is taking responsibility and taking a clear decision. A relationship can be ended gracefully. Be graceful to the mentor and yourself. Reflect on the time the mentor or mentee has spent with you. Regardless of how it turned out, be grateful for the work that was done. And if the effort was minimal to the point where you felt unwanted, be thankful you can end it now! Be as kind as you can without being dishonest. To maintain a positive and professional relationship afterward, consider inviting your ex-mentor for coffee after some time has passed since the breakup. Not immediately afterward, but only after enough time has elapsed for it to be seen as a voluntary invitation rather than an obligation.

Evaluate why you chose this mentor Go back to the why If this person is not serving your why Be clear about the purpose and choose to end it. Ending is the beginning of something else and you could let the mentor know that you are focusing on a different path and choose to refocus there. Seek connections with others from the mentor and end it nicely. Remember that most mentors are also volunteering their time to support you.

Regardless of the outcome, maintain professionalism and gratitude towards your mentor. Even if the relationship doesn't work out, you can still acknowledge the insights and guidance they provided.

Concluding a mentorship with gratitude and professionalism, despite the challenges, was pivotal. It preserved valuable connections and ensured a positive legacy of the relationship, allowing both of us to part ways with mutual respect and goodwill.

Indeed, it is a difficult decision, but sustaining a relationship for the sake of the relationship will not help their growth. Call the mentor, explain the reason and move on.

In only one situation you learn nothing: a dull, indifferent situation that is neither good nor bad. It is uninteresting and already feels dead during it. But as soon as something becomes positive or negative, we can learn from it. If something was bad, we can learn what to avoid and what to pay attention to in order to prevent it. Personally, I believe I have learned at least as much from negative mentors as I have from good ones. You emulate the good ones, but from the bad ones, you usually learn in-depth what to avoid. What I can teach others are the things I have learned from my own experiences, good or bad. So the best thing you can do is analyze the whole relationship and not ignore or try to forget what has happened.

After implementing any changes or decisions, follow up with your mentor to assess progress and ensure that the new dynamics are working better for both parties.

Each mentorship, successful or otherwise, has been a treasure trove of lessons. Reflecting on these experiences has sharpened my self-awareness and strategic thinking, equipping me with the wisdom to navigate future relationships and challenges in the innovation landscape more effectively.

mentorship relationships can evolve and change over time, and it's okay to reassess and make adjustments as needed to ensure it remains beneficial for both mentor and mentee.

Positive thinking, respect, and clear, honest words are the foundation of every good relationship. This should be upheld by both parties. And if this is not the case, efforts should be made to achieve it. Pride, arrogance, and intellectual superiority are the enemies of any mentoring relationship. Remember, this applies to both sides. Give the relationship time to develop, as Arijit Bhattacharyya said. It will be beneficial in every aspect. Simply adjust your perspective.

Quando a rela??o com seu mentorado em Inova??o Empresarial n?o está indo conforme o planejado, é essencial abordar a situa??o com reflex?o e comunica??o aberta. Inicie uma conversa franca para entender as preocupa??es de ambas as partes, revise o plano de mentoria, estabele?a metas claras, dê e receba feedback construtivo, explore diferentes abordagens e, se necessário, busque apoio externo para revitalizar a rela??o e retomar o progresso em dire??o aos objetivos.