How can you help your mentee develop a growth mindset in change leadership mentoring?

As part of my mentoring interactions, I often try to focus on self-awareness first by encouraging mentees to reflect on their strengths and weaknesses, helping them identify areas where they can improve and set clear, achievable goals for personal growth. This self-awareness enables them to approach change with a growth-oriented perspective. Overcoming a fear of failure is recurring topic in large change programs when one can feel vulnerable and isolated with no solution in sight. Share stories of successful leaders who faced setbacks and used them as stepping stones to success. Help your mentee see that resilience in the face of failure is a hallmark of a growth mindset. Finally, remember that developing a growth mindset is a journey.

By contributing to their critical life skills and employability skills as first step. Thereafter they will undergo critical capacity building session to understand the work-life terrain.

Indeed, it starts from within and interfaces with outside factors. I would ask my mentee to be self-aware, which includes affirming one’s true north and bias lenses. This is perhaps called the “why” phase of the query. Then, the mentees needs to look outward to adapt and adopt to what is the most current environment, while focusing on what is within his/her control. This is the “what” phase where one decides what to do given the circumstances in order to go forward rather than be stagnant.

Changing a fixed mindset to a growth mindset starts with changing the way you (and they) see the world. Understanding "growth" begins with understanding the difference between: SCARCITY (fixed) and ABUNDANCE (growth). In the 20th century we have gone... From processing resources to processing information. And... From the application of raw energy to the application of concepts. As the economy shifts steadily away... From the resource-based “World-Of-Things” to the knowledge-based “World-Of-Ideas". So it is shifting from a base of... ? SCARCITY to ? ABUNDANCE. Ideas are different from most other economic goods and a new growth mindset applies. And that mindset is what determines the freedom of your mentee's future.

As a mentor, I often initiate a discussion just to get to know each other. These discussions often tell me: 1. What do they really want? This can initially be at the surface level and progressively dive deeper. 2. Why is this important? 3. Are we both able to establish that chemistry? 4. So what worked for them? What did not? Are they able to see this? 5. Are they open to feedback, nudges? 6. Are they passionate about what they do? What do they really like about it? Magnify it. Share my own story about being mentored. How was my mindset then? How did it change? That helped too.

Delivering feedback that is both supportive and growth-oriented is key to effective mentorship: Start Positive: Begin with what they're doing right. It sets an encouraging tone. Be Specific: Focus on particular areas for improvement rather than general commentary. Offer Solutions: Don't just point out issues; provide actionable advice or steps they can take to improve. Challenge Them: Set them a challenge that motivates them to stretch their current capabilities. Follow-Up: Make it a two-way conversation and plan to revisit the feedback, reinforcing a commitment to their development. Empower your mentee with feedback that acknowledges their strengths and inspires them to reach new heights.

Before feedback & praise can be applied for Change Leadership Skills, the mentee must have adopted the attitudes and behaviour for today's agile world. Some examples are: - look at the positive factors of 'failure'. - Outcome-based methods versus Output. - Creative (lateral) thinking on top of Critical thinking. - Iterative process in "change projects" - How to re-imagine scenarios & current processes Only with the proper training on the above-mentioned skills can a mentee receive constructive feedback and praise for their ambition, passion & drive. This is the equalivant of their effort, process & strategies for change leadership!

Providing feedback. Watch your words. Words can make it break it. Be realistic and practical as a mentor. It begins with us as a mentor. Let’s set the sample and the mentee will see it. Stay calm, allow them to talk, listen and ask meaningful questions. The answer to these questions will lead the mentor on the appropriate strategies to mentoring. It’s about customising, and not, one size fits all. Help your mentee to move forward. Make the mentoring session relaxed and comfortable. Sometimes, it’s us who want to prove sour capabilities to the mentee. Don’t allow this to happen. I always believe that, when you allow the connection, mentee will be transparent to us.

Inspiring growth in your mentee involves the pivotal step of providing feedback and praise. Rather than just focusing on outcomes, recognize their dedication, process, and strategies. Offer specific praise for their exceptional efforts and effective strategies in overcoming challenges. This approach encourages reflection, enabling them to identify key areas of advancement. Celebrate their ability to overcome obstacles and excel, emphasizing the importance of their achievements in fostering a growth mindset.

Foster a positive mindset: Encourage your mentee to believe in their ability to adapt and grow through change. Emphasize that challenges and setbacks are opportunities for learning and improvement. Help them see change as a chance to embrace new possibilities rather than as a threat. Set realistic expectations: Help your mentee understand that change takes time and effort. Support them in setting achievable goals and breaking them down into smaller, manageable steps. Emphasize progress over perfection and celebrate their successes along the way.

I believe it's key to learn what motivates them at a deep, emotional level and designing a personalized learning pathway that is informed by those motivations. Personalized Learning Pathways: Tailoring the mentoring to the unique learning style and career aspirations of the mentee is crucial. This involves understanding their specific needs and designing a learning journey that aligns with their personal and professional goals. It's about moving beyond generic advice to create a bespoke development plan that resonates with the mentee's current situation and where they want to be.

In my experience, nudging and check-ins helps. 1. "I saw you doing this yesterday..." and it was good. Give credit and encouragement. 2. Your thoughts are really good. Show ways they could put this in paper quickly. E.g. there are many apps in our phones that can transcribe voice into text. Saves time. 3. "Really?" 4. Measure progress together.

Real growth required breakthroughs. Like the seeds breakout from the earth while sprouting, a butterfly breaks from its cocoon and many that we can learn from nature. Hence, real growth happens when one gets into action and experiences the consequences of their actions - both success and failure. Stretch the mentee by given them tasks that are above their current experience with realistic goals. So that they began to realised and learn new skills, and mindset to be able to acquire new capability to deliver the result.

To foster a growth mindset, collaborate on setting ambitious yet achievable goals in harmony with their overarching objectives, considering individual passion, motivation, skills, and worldviews. Translate these into manageable milestones, striking a balance to avoid demotivating failure or stagnant decline. Regularly track their progress, offering consistent, supportive feedback. This approach challenges them and ignites motivation, fostering a crucial emotional bond for surmounting hurdles and achieving growth.

In my experience as a mentor, challenge your mentee with clear, impactful goals. Break them into milestones for clarity and encourage ownership for deeper engagement. Supply them with the right tools, foster resilience, and reward their drive to achieve more. Aim to transform not just tasks, but also mindsets, setting the bar ever higher.

In my experience, walking the walk and showing it helps tremendously. 1. Share your stories. 2. Reflect together and see how this relates to your mentee. 3. Perhaps use some of the mentoring time to search for info together. Immediate action is being taken. Where can this be applied? How? 4. Help the mentee internalize what has been discussed and encourage application. 5. Listen intently. This is a powerful thing because psychologically it helps your mentee to feel he/she is being heard. This would only work if your mentee is willing to be mentored.

What I personally found helpful in developing growth mindset in people around me is to role model the same behavior. For example, attending courses to learn new things myself, engaging in activities that are outside of my comfort zone (eg. sports activities), these are all meant to help me grow outside my comfort zone. When others find some of these learning experiences inspiring, they consequently adopt a growth mindset, while moving away from status-quo, and start experimenting new things for themselves.

Growth and learning really come down to being a curious leader. Curiosity is required in order to be motivated to lean and develop. So modeling a growth mindset, first begins with demonstrating curiosity. * Why something is working, why it is not. * Responding to a situation or challenge that arises, seeking more knowledge in order to make decisions (versus reacting based on initial emotions). * What we can learn from what went well, and what can be done better. * How we can learn from the perspectives of others, and avoid making assumptions. Being a curious leader is essential for developing a growth mindset, especially during times of change (when things can just feel hard and scary, if we let it).

In my opinion, setting aside some time to do anything these days has become tough. I often look at starting small and building this once the passion ignites and fuels the journey. Here are few simple steps to work with the mentee: 1. What is being worked on this month/quarter? 2. Why? Establishing an inner agreement between the learning self and external self. 3. How important is this for the mentee? 4. How much time can the mentee set aside? Day and time (start really small thought they would be ambitious initially). 4. Is there a partner to work with? 5. What does success look like? 6. Check-in cadence. This would be a space to talk all about it. Lifelong learning isn't just an act; it's a habit.

From my personal experience, I believe this is a crucial step, as in this dynamic and fast-paced world especially in the technology field, upgrading oneself plays a huge part in achieving success and thus it becomes elemental to encourage a learning culture. This is something which has been instilled in me by my mentors over the years, and when it was time for me to pass on the knowledge, I had to stress more on this.

Effective mentorship is about cultivating a rich learning culture: Practical Experience: Involve them in real-world projects for hands-on application of knowledge. Challenging Growth: Assign tasks that stretch their abilities and push the boundaries of their comfort zones. Reflect & Learn: Implement a routine of reflection post-task to reinforce lessons learned and identify growth opportunities. Diverse Exposure: Broaden their horizons with insights from various disciplines to inspire innovation. Feedback is Key: Maintain an open channel for regular, constructive feedback to guide their learning journey. Celebrate Progress: Acknowledge achievements to boost confidence and motivation.

Drawing from my experience in overseeing change management programs, I spearheaded an initiative to promote a learning culture within our organization. This was pivotal during a significant technological overhaul at one of our plants in KSA. Personal Experience: I identified a knowledge gap in operating the new machinery. To bridge this, I established a mentorship program pairing experienced operators with new hires. I also facilitated regular 'Learning Labs' where teams could discuss challenges and share insights without fear of judgment. Practical Takeaways: 1- Introduce Mentorship Programs. 2- Scheduled Learning Sessions. 3- Celebrate Curiosity. 4- Provide Learning Resources.

Encourage continuous learning, emphasize the importance of ongoing learning and development. Recommend articles, workshops, and courses related to change leadership. Share resources and encourage them to seek out opportunities for self-improvement. Also, it is important to reflect on their experiences and seek feedback from colleagues and other team members. Help them see constructive feedback as a valuable way for growth rather than criticism.

Resilience Training: Change leadership often involves navigating setbacks and failures. Mentors can play a key role in helping mentees develop resilience. This could involve strategies for coping with stress, learning from setbacks, and maintaining a positive outlook in the face of adversity. By integrating resilience into the mentoring process, mentees can be better prepared to handle the ups and downs of leading change.

Self imposed obstacles, doubts and resistance is a topic I touch on a lot with mentees. I often ask them to challenge limiting beliefs, offer my own as examples, and what event triggered my realization. There is often an event. I encourage them to question and challenge these beliefs, providing alternative perspectives and evidence of their potential and capabilities. I have experienced that just recognizing where my behaviours are rooted, will often lead me to change them. That cognitive thinking is so critical for growth.

What I find particularly inspiring is that a growth mindset aligns with the concept of neuroplasticity, signifying that the brain possesses the remarkable ability to change and adapt over one's lifetime. This notion challenges the conventional belief in the fixed nature of intelligence. In essence, a growth mindset allows us to actively shape our brains, forging new neural pathways and accelerating the connections within.

I would only say one thing: We all need support throughout our journey. 1. Be there for your mentee 2. Listen intently 3. Help your mentee see that obstacle or limiting thought. 4. Give that space for your mentee to resolve inner struggle Most often, the limits or obstacles are self-inflicted.

Incidentally, this is one of the topics that I've touched on with a mentee recently. I offer her the rule of 1%. I asked her to share what is it she wants to change 1% a day, as at the end of the year, it would have a compounded effect. I also share with her what Tony Robbins said "change your words, change your results." If you think it's impossible without even trying, then the results will indeed become impossible. Why put your idea or your intention down before you even take that first step? This small actions can have a BIG impact in developing a growth mindset. Which in turn helps one to navigate changes in our life, not just within the corporate environment.

A growth mindset enables people to view challenges as opportunities, adapt to change, and continuously improve, ultimately leading to more effective change leadership. Mentors can help by: Explaining the concept: Help your mentee understand what a growth mindset is and how it differs from a fixed mindset. Embracing challenges: Encourage your mentee to see setbacks and challenges as opportunities for growth. Fostering the mindset: Encourage your mentee to focus on their own growth and shift from a scarcity mindset to an abundance mindset. Providing constructive feedback: Offer specific, action-oriented feedback to help your mentee improve. Modeling a growth mindset: Lead by example and demonstrate a growth mindset in your own actions.

As a mentor, it's important to help your mentee develop a growth mindset in change leadership. 1. Ensure to encourage them to explore possibilities, identify solutions, and take risks. 2. Help them develop the skills and mindset needed to lead through change. 3. Encourage them to be open to feedback and criticism. 4. Help them see failures as learning opportunities. 5 . Emphasize the importance of perseverance and resilience. 6. Help them set realistic goals and celebrate small successes. 7. Foster an environment of collaboration and trust. By helping your mentee develop a growth mindset in change leadership mentoring, you can equip them with the skills and mindset necessary to lead through challenging times.