What are the best ways for HR professionals to help mentees develop decision-making skills?

Creio que toda tomada de decis?o deve analisar o caminho para alcan?ar o objetivo, a meta a ser atingida e os desdobramentos do resultado. Nenhuma a??o é finita nela mesma e todas trazem consequências que devem ser bem analisadas de acordo com os próprios princípios sociais e morais de quem as toma e com os princípios que regem as empresas que trabalhamos. Será que um vendedor de título de capitaliza??o com resgate do prêmio, pelo titular da compra, após 20 anos, deveria vender um título para uma senhora de 90 anos de idade? Muitos fatores devem ser analisados em tomadas de decis?es e gosto de usar usar algumas premissas: 1 alinhamento estratégico, 2 viabilidade comercial, 3 atratividade comercial e 4 benefícios para o cliente.

HR professionals can help mentees develop decision-making skills by providing guidance on problem-solving, encouraging autonomy in decision-making, offering constructive feedback, and creating opportunities for practical decision-making experiences.

???? Encourage mentees to clearly articulate the issue at hand and establish a specific goal. This clarity provides a foundation for effective decision-making, guiding mentees to consider relevant factors and align their choices with desired outcomes. Fostering a structured approach empowers mentees to navigate decisions with confidence and purpose.

En effet il faut accompagner le mentoré dans l'exploration et l'analyse des différents aspects de la situation pour laquelle il/elle a besoin d'aide ou de conseil. Pour cela il faut utiliser la méthode du questionnement sans a priori, en "oubliant" momentanément les premières idées ou conseils qui viennent à l'esprit en écoutant le mentoré. Une question est très utile pour l'aider à fixer son ou ses objectifs : "Qu'est-ce qui est important pour vous aujourd'hui dans cette situation?". En identifiant clairement les priorités, les objectifs apparaissent plus facilement.

La clave está en poder ser el mentor y ayudar a que con preguntas la otra persona pueda analizar la situación y poder ser consciente de la mejor decisión.

Based on my perspective, the key element for decision making is to really understand what happened, beyond our bias and limited perspective. Blind spot, lack of whole picture, secret agendas and much more are usually not taken into consideration and that is why feedback and support can bring a different observer and new light. It is usually more important than the result, to really nail the rationale, what worked and what not, and to what extend, and specially what would be the insight to earn and to integrate. What we need to let go, and what we can keep. That is why mistakes are generally speaking better teacher, as one deep dive to avoid it in the future. We aim to shape the future, and we consider the past, rear mirror our compass.

???? HR professionals play a pivotal role by providing key support and feedback. Offer constructive insights, guiding mentees through the decision-making process. Encourage them to consider alternatives and consequences. By fostering an open dialogue and offering support, HR professionals empower mentees to make informed decisions, instilling confidence and competence in their professional journey.

Weigh options, pick the winner. Mentor role: Support, not dictate. Offer: Experience, tools, connections. Avoid: Dictating, imposing preferences. Empower: Own choice, respect independence.

Pour savoir si l'expérience du mentor est valable pour inspirer des solutions au mentoré, il faut que le mentor raconte au mentoré son expérience et lui demande ce qu'il y a de similaire d'une part, de différent d'autre part, avec sa propre expérience actuelle. Ensuite il est possible de transposer éventuellement certaines décisions/solutions du mentor en les adaptant à la situation actuelle et réelle du mentoré, sans faire un simple "copier/coller" mais en tenant compte du contexte, de la personnalité et des priorités du mentoré.

El feedback constructivo es recomendado ya que así la otra persona tendrá claro qué acciones deberá instaurar y qué comportamiento deberá modificar. Compartir desde la experiencia, casos de éxito, etc, ayudará a que este feedback sea más significativo

In my opinion, by providing experiential Learning Opportunities by HR professionals that can be offered to mentees hands-on projects or assignments that require them to make decisions.

L'objectif ultime du mentorat est de faire en sorte que le mentoré gagne en autonomie, en assurance et finalement... n'ait plus besoin de son mentor! Pour cela il doit intégrer peu à peu, avec l'aide du mentor, une position auto-réflexive et auto-apprenante qui construit son "mentor internalisé" à l'intérieur de lui. Des questions l'amenant à évaluer la cohérence et les résultats de ses décisions est un moyen de parvenir à ce résultat.

Foster an environment that encourages mentees to think critically about various situations. Pose thought-provoking questions that prompt them to analyze information and consider different perspectives.Foster a mindset of continuous learning by encouraging mentees to seek feedback on their decisions. Help them see mistakes as opportunities for growth and learning rather than failures.

Le mentor doit se garder de juger le mentoré : il peut évaluer le degré de réussite d'une décision prise ou d'une action menée par le mentoré, mais PAS le mentoré en tant que personne. En outre les notions de succès et d'échec sont délicates à manier car elles ont tendance à s'opposer et s'exclure l'une de l'autre. Il vaut mieux, au sujet d'une réalisation du mentoré, lui demander : "Sur une echelle de 1 à 10, où se situe votre satisfaction du résultat obtenu?" puis "Qu'est ce qui vous permettrait d'augmenter votre degré dd satisfaction?". C'est moins clivant que de demander si le résultat d'une action est un succès ou un échec car c'est trop binaire pour que le mentoré puisse en tirer quelque chose d'utile.

In my view, HR professionals can design interactive scenario-based training programs that simulate real-life decision-making situations. Additionally, I feel, the mentoring opportunities, where mentees have the chance to mentor their mentors. This reverse practice allows mentees to share their fresh perspectives and decision-making approaches with more experienced professionals, fostering a collaborative learning environment.

Introduce decision-making models or frameworks that can serve as a structured approach to making choices. Examples include the SWOT analysis or decision trees. Work through these models with mentees on specific challenges they are facing.

I think, by challenging mentees to analyze and make decisions within these simulated scenarios, they can enhance their critical thinking skills and develop effective decision-making abilities.

In my experience, HR professionals can introduce mindfulness and reflection practices to help mentees develop self-awareness and clarity in decision-making. Also, I think that encouraging mentees to take a step back, evaluate the available options, and consider the long-term consequences can contribute to more thoughtful and effective decision-making.

Encourage them to experiment with different solutions to a problem. Clarify their objectives before making a decision. Teach the mentee the basics of decision-making and problem solving. Discuss various factors that should be taken into account when making a decision. Promote active listening and careful analysis. Demonstrate how different decisions can lead to different outcomes. Help the mentee identify and assess potential risks. Role-play difficult scenarios to practice decision-making. Encourage mentee to practice self-reflection on their decisions. Ask “what could I have done differently?” Encourage them to think about potential outcomes and pitfalls. Provide useful feedback and guidance on how to refine decision-making skills.

As an HR it’s critical to make awareness within the organization and develop mentors first to ample opportunities to mentees for decision making. To build a culture of trust is important so that people can genuinely give opportunities to their team members . Once this is settled then decision making will be one of the key skills developed.

Promote a habit of reflection after making decisions. Encourage mentees to evaluate the outcomes, identify lessons learned, and consider how they can apply those insights in future situations.

I would also consider these aspects: Ethical Focus:Stress ethical decision-making aligned with organizational values. Diverse Input:Encourage seeking diverse perspectives for well-informed decisions. Time Management:Teach mentees to prioritize decisions and manage time effectively. Risk Assessment:Guide them in assessing risks and rewards in decisions. Continuous Learning:Emphasize learning from both successes and failures. Data Use:Advocate data-driven decisions by gathering and interpreting relevant data. Communication:Highlight the importance of clear communication and stakeholder input. Resilience:Discuss resilience in bouncing back from setbacks. Stay Informed:Encourage staying updated on industry trends and emerging technologies.