What is the first step to finding a mentor in Leadership Development Coaching?

First is to define purpose of the mentorship and key indicators one wants to use to meaure their performance and track progress. This is key to identifying a mentor that suite one's needs.

Yes. Yes. Yes. However, the most important element of the coach/mentor to client chemistry is exactly that — the chemistry. So, plan all you want but at the end of the day you need to find that magical chemistry click point with your coach/mentor and all the rest will follow. Solve for the people not for the problem!

I think self awareness is a critical first step. Evaluate what you need to work on and even before that realise what's stopping you. Unless someone is able to do this, identifying the right mentor will be difficult.

To effectively define your needs in seeking a mentor for Leadership Development Coaching, start by introspecting on your specific goals, strengths, and areas for improvement. Identify the key skills and competencies you aim to develop or enhance. Reflect on the challenges and issues you wish to address, and articulate how a mentor's guidance can propel you towards your objectives. This clarity in purpose and vision will streamline your search and ensure you articulate your expectations precisely to potential mentors, enhancing the chances of a successful match. And, ask questions, to seek clarity, wherever required... assuming things and becoming judgemental, are both disastrous.

Ich würde auf die Suche nach einer inspirierenden Pers?nlichkeit gehen bzw mich einem Netzwerk anschlie?en, das Mentoring Anbieter. Bewusstsein über die eigenen Ziele und eine Vorstellung, wie genau mir die Mentorin helfen kann sind dann der n?chste Schritt

This is an interesting one - I don't think that a mentor needs, per se, to have leadership development coaching credentials. Mentorship and coaching are different relationships, so I would recommend indexing first on the relevant experience & expertise of the mentor as well as whether or not you think they are someone whose advice you can be open to receiving! Coaching credentials are helpful but shouldn't be a deal breaker!

My take here is there are so many amazing people out there. Pick someone who you admire, consider why you admire them so much and never limit yourself. I see too many restricting their growth by only thinking of mentors from their company. It's great to learn from those who have walked in the shoes that you want to walk in but more importantly its always great to get fresh perspectives.

Just do it is my advice. Be respectful, keep it short, make it authentic and you will be surprised that so many want to help others. A personal touch like a voice note or short video can really have big potential here.

Most people make critical missteps when reaching out for mentorship. This is specifically true when doing so via social media. In the process of seeking out a mentor people will often find others that think like they do. A good mentor is help grow you in areas that you lack. Identifying someone that challenges your weak areas is paramount. When connecting it’s important to establish a common ground first. Build a relationship before approaching someone for mentorship. Reaching out to someone at random is risky. Intentionally establish connecting and become genuinely concerned and invested. Don’t go in with a “I’ll warn them to get what I need” perspective. Mentorship has its receiving aspect, but always be willing to give back.

Are they practising what they preach? Or are they just noisy on socials? Do they actually deliver or do they pick and choose where they put effort in based on who they’re working with? Make sure they are not just making money from you and you see a ROI. Do they only speak and support you if you’re paying a fee? Have they been coached to ignore the customers that don’t bring them money and only focus on where their audience is? The problem with this type of coaching is that it’s not how the world of business works. Word of mouth is effective and whilst they think that by ignoring one customer is ok, that one customer could have referred them to many others, instead of no longer discussing them or paying into any future services.

Asking for testimonials is a great way to get a feel for the mentor before you begin working with them. Most mentors will be happy to put you in touch with a previous client. Don't forget to check that the mentor is accredited with the EMCC- this shows they have been approved as a mentor and operate at a high standard.

Ich empfehle vor jedem Gespr?ch eine Liste mit Fragen für die Mentor:in vorzubereiten, so dass das Gespr?ch zielführend ist. ?Wie und wo genau kann ich die Mentor:in unterstützen!“

Ich bin selbst sehr gerne Mentorin und lerne selbst sehr viel von den tollen jungen Frauen. Immer wieder eine Inspiration. Dieser Nutzen kann auch anfangs kommuniziert werden. Es ist immer ein Geben und nehmen für beide Seiten und definitiv eine Bereicherung.

Towards finding a mentor for Leadership Development Coaching, consider compatibility, researching their background, and seeking recommendations. Assess their commitment, availability, and willingness to challenge you. Look beyond immediate needs to long-term growth potential, and consider multiple mentors for diverse insights. Clarify your expectations and goals, utilize professional networks, and trust your instincts about the mentor’s suitability. This comprehensive approach ensures a fruitful mentoring relationship that caters to both your current and future development needs.