What's the best way to address performance gaps with your mentee?

Performance gaps highlight the difference between a mentee's current state and their potential. You should help them understand the gaps and bridge them. Steps: Gathering Evidence: They help paint a clear picture of the current situation. Context Matters: Before judging a missed deadline or error, consider the bigger picture. Root Causes: It's essential to find the 'why' behind the gap. Impact: Recognize how the gap affects work quality, quantity, or timeliness. Temporary vs. Persistent: Some issues are short-lived, while others linger. Meet Alex, a Product Manager on my team, who faced delays in product launches. I observed his interactions and pinpointed communication gaps. With guidance, Alex turned challenges into triumphs.

It's crucial to approach the identification of the gap in your mentee's performance with respect and transparency. The initial step is acknowledging whether this gap is a temporary issue stemming from life events or a persistent blind spot. Verification of the gap as a real concern—and having the mentee recognize it as such—is paramount. Your approach as a mentor should strike a balance between being direct and thoughtful. If the mentor-mentee relationship holds value, then honesty will be perceived as a kind gesture. As Simon Sinek puts it, 'Because this relationship is important to me, I'm here to discuss something uncomfortable, but I genuinely believe it's the right thing to do.' Practiced thoughtfully, honesty is the kinder option.

Something to consider while assessing the situation is that the cause may not be work/performance related. This is why it is very important to “know” your mentee. Life happens and can become a hindrance on work performance. Keep this in mind and work with your mentee based on the circumstances.

Set your mentee up for winning from the get go. Set SMART goals: Specific, Measurable, Achievable, Relevant, and Time-Bound. Communicate about them regularly. Set time relevant (weekly / monthly etc.) check ins where you can go over progress, resources your mentee may lack to succeed and plans for course correction if needed.

In addition, it is important to consider the mentee's individual perspective when addressing performance gaps. Understanding their viewpoint can provide valuable insights into their challenges, strengths, and aspirations. Encourage open and honest communication with your mentee to gain a deeper understanding of their perception of the performance gap. This will help foster a collaborative approach to addressing the gap and allow you to tailor your mentoring strategies to their specific needs. By incorporating the mentee's perspective, you can create a more comprehensive and personalized plan for bridging the performance gap.

A great reminder for all coaching - use open ended questions, positive language, and active listening. To me, that's an indication of purposeful leadership!

In mentoring it's important for me to be able to recognised where there is a performance gap, it it's far more important for the person I am sharing with to understand and own that gap! I try to work on making everything that I say a question at this stage. They are questions that guide, questions that explore insights, questions for reflection.

Whenever there is a gap, Mentors need to ask the question why. What fundamentally causing the gap and why isn't it closing? This is a time that I call on my listening and interviewing skills, asking questions to understand what the challenge is stopping the gap from being bridged. The reasons might not just be skills or work-driven but also consider if the mentee's personal circumstances have changed. This will contribute to the gap not closing. This is why a mentor having an honest and trusted relationship with a mentee is vital to understanding what challenge is hindering their forward momentum and how to reset their learning path.

To address performance gaps with your mentee, it is crucial to approach the conversation with respect and empathy. Begin by selecting an appropriate time and place for the discussion, ensuring privacy and minimal distractions. It is important to create a safe and non-judgmental environment where your mentee feels comfortable expressing their thoughts and concerns. Remember that building trust is essential in maintaining a strong mentor-mentee relationship. Reassure your mentee that addressing performance gaps is a normal part of growth, emphasizing that your intention is to support their progress rather than criticize or undermine them.

We all have belief systems that stem from our past experiences and in turn influence how we behave. Before providing details to the mentee, the mentor should assess their own beliefs or bias to prevent a potentially negative interaction. An example is a mentor who has trouble being vulnerable due to past experiences. This can cause the mentee to view the mentor as cold or “uncaring”, even if the feedback was well intentioned. Before conversing, assess.

It's vital that the mentee takes the lead in suggesting SMART goals, as the mentor's role is to facilitate, not dictate. The mentee should demonstrate self-awareness while the mentor guides them with targeted questions. The focus shouldn't necessarily be on a comprehensive end-goal plan; rather, the initial objective is to acknowledge the gap and identify the smallest viable first step the mentee can take. By the next meeting, the mentee should contemplate and show tangible evidence of their desire for change.

Asking "how do we get there?" Is a crucial part of the journey. Planning out the route requires specifics. It has to be measurable (in quality as well as quantity). Progress steps have to have the balance of being challenging but achievable. At this point accountability is vital, and ownership of what works, and what needs further development. This is the point where we start 'doing something about it'!

As a coach or mentor, it is essential to address performance gaps with your mentee in a way that supports their growth and development without damaging the relationship or confidence. One effective approach SMART goals with your mentee. By setting clear objectives, you provide a roadmap for improvement. When discussing areas for improvement, it is equally important to acknowledge your mentee's strengths and achievements. Recognizing their existing skills and accomplishments helps maintain their self-esteem while addressing areas where they can enhance their performance. By following this - you can help your mentee bridge performance gaps in a way that fosters growth without damaging confidence or straining relationships.

Encourage your mentee's ownership and autonomy in the process. While it is important for you as a mentor to provide guidance and support, empowering your mentee to take ownership of their development can significantly enhance their motivation and engagement. Involve your mentee in the decision-making process and encourage them to contribute their ideas and suggestions. By actively involving them, you not only tap into their unique insights and perspectives but also foster a sense of ownership and accountability for their own growth. This collaborative approach will create a stronger sense of commitment and investment from your mentee, leading to a more effective and successful action plan.

Collaborative Brainstorming: Engage in a shared discussion for potential solutions, promoting mentee ownership. Set Clear Objectives: Define success using SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound). Resource Allocation: Determine necessary tools or training for the mentee's success. Feedback & Review: Establish periodic check-ins to monitor progress, adjust as needed, and celebrate achievements.

Having a mutually agreed upon goal and then planning time for reflecting on growth, challenges, and lessons learned along the way is part of how to stay motivated. Many people excel in the planning stages but forget that reviewing goals and continually correcting your course is part of the process. Flexibility to adapt to your current circumstances is critical as learning is so very rarely a linear path. Having a mentor point out to you how you've progressed is a great way to remember to celebrate your small wins.

Studies back that most people leave their job not because of unmet salary expectations or lack of identification with C-Level leaders, but because of their immediate line managers: those who most often would mentor the person in question. Give feedback often and acknowledge generously. Positive feedback and acknowledgement build loyalty and engagement. I used to have a white board with my time where we would list the following for each week: 1. What hasn't gone well: turned into positive terms of how we want to improve 2. What's gone great and whose merit it is!

Another perspective to consider when monitoring your mentee's progress is to foster a growth mindset. Encourage your mentee to view challenges and setbacks as opportunities for learning and growth rather than as failures. Help them understand that mistakes and obstacles are natural parts of the development process and that they should not be discouraged by them. Emphasize the importance of resilience, perseverance, and a positive attitude in the face of difficulties. By fostering a growth mindset, you can cultivate a supportive and empowering environment that encourages your mentee to continuously improve and take risks. This perspective will not only enhance their performance but also contribute to their long-term development and success.

Set Milestones: Break down the action plan into smaller, measurable milestones. This provides a clearer roadmap and allows for more frequent celebrations of progress, and Gives you an opportunity to check in. Utilize Tracking Tools: Depending on the nature of the performance gap, tools or software can help monitor specific metrics or skills improvement.

Monitoring progress goes well beyond the scheduled, formal check-ins required by the organization or action plan. As a coach or mentor, your power lies in the ability to engage regularly with your mentee and provide real-time feedback on successes and needs for improvement. Go beyond the formal meeting space to chat informally about perceptions on progress and offer reminders and support throughout the lifecycle of the action plan.

Coaching and Mentoring relationship is a great model by which an experienced individual could help upcoming person bridge the gap for accelerated progress. How well the relationship is maintained will determine the effectiveness of the benefits accrued. The cordiality in the relationship will enhance the observations for any gap in performance and how to quickly curb it beyond control. While all the essentials have been mentioned by others, it is important to build the relationship on a mutual ground that will enable the desired results for both parties easier to achieve.

Who doesn't fail hasn't tried. Make failure part of your team culture. Harness the power of failure: 1. Evaluate SMART goals reguarly 2. If the mentee has fallen short, uncover their unhelpful beliefs and turn them into positive intention (e.g. I can't get to all client accounts -> I attend 5 new accounts every week) 3. Uncover the gap between expectation and reality and address what resources are lacking (more training, line manager support, budget, etc.) 4. Reconvert failure into new, adjusted goals. Edison discovered 1000 lightbulbs that didn't work before coming up with the one that did. 5. Get your mentee to buy in emotionally. Help them get excited about their new course of action. 6. Celebrate all that turned out well!!! Repeat ;)

Samantha, an experienced professional, takes on the role of mentor to Alex, a talented and ambitious young individual seeking guidance. Growth and Support: - Samantha helps Alex develop a clear understanding of his strengths and weaknesses. - She provides guidance on navigating challenges in the workplace, building professional relationships, and seizing opportunities for growth. - They share personal stories that further strengthen their connection. - Samantha realizes that true mentorship goes beyond just achieving specific targets; it is about fostering growth, enabling potential, and empowering individuals to unearth their own paths.

If you have done this correctly, you have been checking in and pivoting prior to the completion of a task/project by setting weekly tag-ups to ensure that the mentee sees the expected results. Quantitative & Qualitative Analysis: I love Data and Analytics! Use metrics (quantitative) to measure success in tangible terms. But also consider qualitative factors, like the mentee's increased confidence or improved team dynamics. Plan Next Steps: This could mean setting new objectives, refining current practices, or even recognizing that a different approach might be needed in the future.

The emotional relevance of the goals should be honoured along with the achievement of successes. Determine the mentee's feelings around successes and areas for improvement to determine next steps. The end of the action plan is not the end of the mentor/coach and mentee relationship in a workplace and continual improvement does not stop with the formal closure of an action plan. The evaluation of the outcome should not be a surprise to your mentee. You have been communicating throughout the lifecycle of the action plan to support your mentee through obstacles and to celebrate successes throughout the effort.

One of the great things I love about working with clients is recognizing as humans, we have every right to change our minds. At the start of a particular coaching project with a former client, we got clear on their desired outcomes but as the partnership moved along, the goals changed. My client 'became' a new person and those original targets were not aligned with who they have grown into. The prior goals and targets weren't sufficient for their rapid progress. I believe this is important for clients to not stay stagnant and be flexible. My clients are best served with a safe space to expand and not stay committed to a goal just because it's something they 'have to do'. They're best served by who they create themselves to be, not do.

In a bustling corporate world, where teams are often siloed and individuals struggle to find their voice, a visionary leader Rebecca (name changed) embarks on a mission to create a harmonious and high-performing team environment. Rebecca, an open-minded and empathetic manager who values clear and specific feedback. She believes that by fostering a culture of trust and support, she can help her team members realize their full potential. With her commitment to open-mindedness, clear communication, and continuous support, Rebecca's legacy lives on within the organization as a testament to the power of teamwork and personal growth.