How can you support a mentee's well-being and work-life balance?

First, I would get a comprehensive picture of the individual understanding of the terms. Because there are very different ways of looking at well-being and work-life balance. I like working with evidence-based and validated questionnaires.

Tools are a great way to help mentees and you as the coach to understand needs and preferences and can also provide excellent data to enable reflection. However not all mentees will be comfortable responding to tools, and building a relationship before introducing them in my experience works better. Be mindful at the contracting stage to get agreement that the use of tools will feature in the relationship.

I think a nuance to this response is that the goal should also be to help them understand their own needs. When people are struggling to find balance they often find themselves responding to the needs of others over their own. From that place it can be hard to even identify the things that are missing. So, step one is helping them reconnect with themselves and helping them develop tools to separate their own needs from the needs of others.

Based on my experience, I have found that employing open-ended questions, practicing active listening, and utilizing tools yields the most effective results. However, it is worth noting that there have been instances where the responses received from open-ended questions have contradicted the outcomes derived from utilizing tools like the Wheel of Life. This contradiction often leads to a critical examination of the underlying issues that truly require attention, thereby initiating a whole new conversation and coaching approach.

Supporting a mentee's well-being and work-life balance is not a one-time event or a quick fix. It is an ongoing process that requires a relationship of trust, communication, and mutual respect. We have the opportunity and the responsibility to promote your mentees' holistic well-being, which has a positive ripple effect on their professional performance and personal fulfillment. Some key steps to do so are: - Understand their unique needs and context - Understand the limiting beliefs and assumptions - coaching the person - not the problem - encourage self-care and self-awareness - co-create goals and action plans - celebrate progress

Listen to the language being used by the client/mentee. Listen to the words and the.n gently work through what these words mean to the client. As coaches and mentors we need to be really mindful that our version of a word like overwhelm and stress is never the same as our client’s interpretation. Gently guide the mentee to get help and keep talking.

I’ve found mentees can really value from you sharing how you go about your goal setting. You never know what could unlock someone with your story. Don’t hesitate to share, that’s why you are the mentor.

I find the methodology of "Funneling your goals" to be highly effective. This approach involves breaking down your overall vision into manageable and actionable components, including the redefinition of daily activities and the development of new habits. I had the opportunity to experience this tool when working with my mentor, and its impact was profound. As a result, I frequently incorporate this methodology into my coaching practice. By utilizing "Funneling your goals," individuals gain a greater sense of clarity and can chart a clear and structured path toward achieving their goals.

Don't use SMART; Measurable and Relevant are words that can create a lot of stress on your mentee, because what you are suggesting is: there is a measurable growth that they need to achieve and there are things that are relevant and other which are not. Instead focus on the Specific and the Achievable, add Feedback and Experimentation

As a coach, when addressing the challenges of balancing work and life, I refrain from using the term "balance." Instead, I refer to it as an integration of both aspects in a way that brings the maximum level of satisfaction and contentment to the client. By doing so, it underscores the importance of prioritizing what matters the most and creating a sustainable approach to achieving personal and professional fulfillment.

Here are five actionable steps you can have the mentee take to achieve a more balanced professional and personal person. 1. Don't be afraid to say "no" 2. Make your health a priority 3. Set boundaries so that you can truly unplug 4. Schedule time for your framily (aka your friends and/or family) 5. Start small

Modeling healthy behavior at work means balancing professional and personal life, promoting a positive attitude, and fostering open communication. Treat colleagues with respect, engage in wellness initiatives, and show a commitment to continuous learning. Efficiently manage time, handle conflicts constructively, and recognize colleagues' efforts. Advocate for inclusivity and fairness to contribute to a workplace culture prioritizing well-being and positive growth.

Achievements celebration is much more than going out for a drink, a public shout-out or a prize... It's real appreciation, you need to show yourself genuinely happy for what they have done for their growth. It's also important to use the celebration time to ask them to reflect on their journey and how they were different at the start of it, this will further boost their confidence

Ultimately, it is crucial for individuals experiencing stress to recognize its presence, acknowledge it, and make a conscious decision to confront it. The initial step of accepting stress is pivotal to the success of any coping mechanism. Through my experience, I have discovered that a combination of deep breathing exercises and moments of silence, as opposed to traditional meditation, which may not resonate with everyone, paired with Cognitive Behavioral Therapy, can effectively assist individuals in identifying and managing negative thoughts/stress.

Teach your mentees to Steal like an artist (great book). In general teach your mentees, to do research which will lead them to discover a lot of new things, which will eventually teach them that they don't need to re-invent the wheel.

Last year I worked with a coachee on our internal coaching program. She was work extremely long hours. Unsociable times too. She had no time for personal development and her personal life was hugely down the priority list. Needless to say, she was struggling. As a coach, its important to understand the full picture. Then we set to work on figuring out what her key drivers were. Following an exploration of her responsibilities, the answer became obvious for her... she was not effectively delegating. She thought she needed to be in every meeting. Instead, together we empowered her to make decisions on her involvement and own what she needed to. This gave her tremendous balance back both professionally and personally