As a mentor, one of your roles is to help your mentee explore their long-term career goals and plan the steps to achieve them. However, discussing these goals can be challenging, especially if your mentee is unsure, confused, or reluctant to share their aspirations. Here are some ways to approach this topic and facilitate a productive and meaningful conversation.
Before you dive into the details of your mentee's long-term career goals, you need to build a solid foundation of trust and rapport. This means showing genuine interest in your mentee as a person, not just as a professional. Ask them about their background, values, interests, and motivations. Listen actively and empathetically to their stories, challenges, and achievements. Express appreciation and recognition for their efforts and progress. Avoid being judgmental, critical, or imposing your own agenda or expectations. The more comfortable and confident your mentee feels with you, the more likely they are to open up and share their goals with you.
Sabemos que é importante estabelecer confian?a e relacionamento, mas como fazer isso? Aqui est?o minhas dicas. a) Escuta ativa - Escute fazendo perguntas de aprofundamento do tipo: Como você se sentiu neste contexto? Pode falar um pouco mais sobre esse momento? b) Evite interromper - Direcione com perguntas, mas evito competir com o mentorado sobre qual a melhor história. A minha ou a dele. N?o interrompo. Direciono. c) Quando come?ar a falar, use a técnica de confirma??o. Comece dizendo "a minha escuta do que você disse foi..., entendi corretamente? Se possível repita algumas palavras usadas pela pessoa. Isso deve ajudar muito a construir confian?a.
As a mentor I agree that the principle of showing interest in the person as well as the professional is essential in my opinion for the mentor mentee relationship to truly thrive. I think it transcends this relationship and is equally aplicable to leadership. When a leader takes genuine interest in understanding their team as people as well as professionals she will massively enhance staff sense of value, individual and team performance.
Asking open-ended and exploratory questions is an effective way to discuss your mentee's long-term career goals. For instance, you can encourage them to reflect and articulate their vision by inquiring about their passions, skills, desired roles, guiding principles, and potential opportunities or challenges. These questions can help your mentee to clarify their goals, recognize their strengths and weaknesses, and assess their options and alternatives.
Evite perguntas que iniciem com "por que". Isso faz a pessoa parar para elaborar uma causa primeira e pode travar a conversa. Prefira perguntas que comecem com "como" ou "o que", elas favorecem a uma resposta mais descritiva e ajudam a ampliar o entendimento da quest?o. Exemplo: Como foi esse desafio para você? O que você quer dizer com...?
Startup Advisor & Lawyer | Leadership coach | Lecturer & Public Speaker | Co-Founder
In my experience, another great method is to ask them where they see themselves in 2, and 5 years from now. Also, to ask them to incision their ‘perfect’ situation. Once you’ve discovered where they want to be, you can then set goals to get there.
Another way to discuss your mentee's long-term career goals is to provide feedback and support based on your own experience and knowledge. This involves sharing insights, perspectives, and suggestions that can help your mentee refine their goals, overcome their obstacles, and access their resources. For instance, you can give constructive and specific feedback on their goals, such as how realistic, attainable, or measurable they are. You could also share relevant information such as industry trends, best practices, or learning opportunities. Additionally, connecting them with other people or networks that can offer guidance, advice, or mentorship is a great way to support them. Furthermore, you can encourage them to take action and follow up on their goals by setting milestones, deadlines, or indicators. However, when providing feedback and support, it is important to remember to respect your mentee's autonomy and agency. Do not tell them what to do or how to do it; rather offer options and recommendations that they can consider and decide for themselves.
Ao invés de dizer o mentorado devia fazer ou como fazer, diga o que você fez em situa??o semelhante, ou como alguém que você atendeu. A mudan?a parece simples, mas pode fazer diferen?a. De alguma forma o mentorado precisa construir sua própria resposta, quando ela vem pronta do mentor, ainda que ele concorde, a resposta tende a ser uma ades?o mais fraca porque n?o houve o processo de constru??o pelo mentorado. Ao dizer, eu fiz assim, e devolver o questionamento para o mentorado, permite ele avaliar, fazer perguntas e ent?o tomar uma decis?o sua.
A third way to discuss your mentee's long-term career goals is to utilize tools and frameworks that can help them organize and visualize their ambitions. These can range from simple to complex, depending on your mentee's individual needs and preferences. For instance, the SMART goal framework, which stands for Specific, Measurable, Achievable, Relevant, and Time-bound, can assist in defining and evaluating goals. Similarly, a SWOT analysis (Strengths, Weaknesses, Opportunities, and Threats) can help assess internal and external factors that impact objectives. Additionally, a career roadmap – a diagram depicting the current and desired states as well as the steps and resources needed to bridge the gap – can aid in planning and tracking progress. Ultimately, these tools and frameworks can enable your mentee to structure and communicate their goals more effectively and efficiently.
Utilizo uma ferramenta de tomada de decis?o onde procuro tornar objetiva, uma decis?o cercada de objetividade. Consiste em pedir para ele considerar seus principais valores, for?as de caráter e pontos fortes, já trabalhandos anteriormente. O que ele precisa fazer é avaliar suas op??es em rela??o aos itens acima. Qual das op??es permitir?o que ele use seus valores, coloque em a??o suas for?as de caráter e desenvolva seus pontos fortes. Ao final temos uma pontua??o e uma melhor forma de avaliar o que trará mais bem-estar, seguran?a e clareza.
A final way to discuss your mentee's long-term career goals is to review and revise them regularly. This can keep your mentee focused, motivated, and accountable for their goals, as well as help them celebrate their achievements and learn from their feedback. To do this, consider setting a schedule and frequency for goal discussions, such as monthly, quarterly, or annually. Additionally, you can ask your mentee to prepare a summary or report of their goal status, such as what they have done, learned, or achieved, and what they plan to do next. Furthermore, provide constructive and specific feedback on their goal performance, such as what they have done well or what they can improve. You may also need to update or modify your mentee's goals as needed. By reviewing and revising your mentee's goals regularly, you can help them make sure that their goals remain relevant, realistic, and rewarding.
Todos nós precisamos revisar o processo. Em alguns momentos eu transformo encontros semanais em quinzenais. Outras vezes coloco uma tarefa que precisa ser realizada antes do próximo encontro. S?o formas do Mentorado ir em campo e procurar executar novos passos e voltar com dúvidas ou conquistas para discutirmos.