What do you do if your mentee is struggling with their career development as a future leader?

I love using the coaching GROW technique, where you identify the root cause of the problem first. You need to understand what the problem is and why it is crucial for the person. Ask the following questions: - What is the problem? - How is it reflected for you? - What is stopping you from doing [this] now? - Where do you want to be/achieve in the end? - What are the challenges you face? Ask for the stories, and especially for emotions and fears. Try to go not only to the root cause of their problems and actions but also their feelings, as it gives you actionable background to work on in the future.

If a mentee is struggling with their career development as a future leader, provide guidance and support tailored to their needs. Conduct regular check-ins to understand their challenges and goals. Offer constructive feedback and help them identify areas for improvement. Encourage self-reflection and goal-setting to chart a clear path forward. Provide resources, networking opportunities, and mentorship to expand their skills and knowledge. Foster a growth mindset, emphasizing resilience and learning from setbacks. Empower them to take ownership of their career development while offering guidance and encouragement along the way.

I often find a lack of direction is the biggest hindrance in career development, particularly for those early in their career. Often they feel they need an explicit 5 year plan to even start development. When this is the case I would recommend: 1. Helping them explore different career paths through career talks, chats, online resources etc. To help give them direction. 2. Talk to them more vaguely about their aims. They can start working on their tools in their toolbox without an explicit direction e.g. influencing will be a key skill in any senior role

If your mentee is hitting a wall in their leadership journey, it's time for a heart-to-heart. Encourage them to embrace their struggles as part of the process, not as failures. Suggest they keep a "growth journal" to track challenges, reflections, and progress. This can help them see setbacks as stepping stones. Push them to seek feedback actively, not just from peers but from those they lead. Introduce them to diverse leadership styles and philosophies; sometimes, finding their path means exploring roads less traveled. Finally, remind them that every great leader has faced doubts. Their journey is uniquely theirs, but they're not alone. Your belief in them can be the catalyst they need to push forward.

Also, from coaching, I love asking my mentees which resources they have now. Because providing the ideas is great, but sometimes the coached can discover something that you, as a coach or mentor, cannot see now. Then, after the initial coaching brainstorms on resources, add your perspective from your experience.

Some ways I’ve found to boost motivation, drive and morale are to facilitate the opportunity for the mentee to experience completely different environments outside of work. Break up the routine and away from the day job to gain perspective and clarity. This could be attending an industry related exhibition or talk, reaching out to other people on their desires role in other businesses to connect and collaborate or if the opportunity arose, representing the business on any conferences or collaborative meetings. Pushing someone out of their comfort zone is good for growth and for gaining confidence.

Setting realistic and measurable goals is a cornerstone of effective mentorship. It's not just about setting the bar high, but also ensuring that the bar is within reach. As a mentor, it's our responsibility to guide our mentees in setting goals that are not only ambitious but also achievable. Remember, success breeds success. So, when they achieve these goals, it boosts their confidence and propels them to strive for more. ????

I would always recommend creating a development plan with a mix of short term and long term goals, with no more than 3 focus points. Each goal should have a clear plan of specific activity than can be carried out to work on this item, with a mix of learning by doing, learning from others and formal learning.

Check in regularly on their development (at least once a quarter) . Ask them coaching questions about how they feel they are working and reflect back with them.

Há necessidade de se criar um círculo de seguran?a nesta rela??o, pois a partir da confian?a, quando um direcionamento for dado, haverá uma aceita??o ao invés da resistência. Para que ocorra, você tem que demonstrar que entende o que ele sente, seus medos, angústias e receios, bem como suas discordancia. Entretanto, você como mentor, já possui uma bagagem e por isso, sabe o caminho das pedras, por isso está indicando uma dire??o onde o sofrimento será menor.

Encourage your mentee to seek out stretch assignments or projects that challenge them and provide opportunities for growth. By taking on tasks outside their comfort zone, they can develop new skills, expand their knowledge, and build confidence as future leaders. Additionally, these experiences offer valuable learning opportunities and showcase their potential to stakeholders within the organization, further advancing their career development journey.

In addition to the outlined steps, it's essential to consider the mentee's personal circumstances and challenges. Factors such as work-life balance, mental health, and external stressors can significantly impact their career development journey. As a mentor, creating a supportive and empathetic environment is crucial. Additionally, fostering a sense of belonging and inclusivity can empower the mentee to overcome obstacles and pursue their leadership aspirations with confidence. Regular check-ins and open communication channels also facilitate ongoing support and adjustment of strategies as needed. Remember, each mentee's journey is unique, and adapting your approach accordingly can make a significant difference in their success.