You’re a mentor and your mentee is struggling with a career decision. What’s the best way to help them?

To assist a struggling mentee with a career decision, consider the following when assessing the situation: 1. Understand Their Goals and Values: - Explore their career aspirations and personal values to comprehend what truly matters to them in their career choice. 2. Identify Potential Challenges and Opportunities: - Analyze the specific challenges they are facing and help them recognize potential opportunities that align with their skills and interests. 3. Assess Their Skills and Resources: - Evaluate their current skill set, strengths, and available resources to determine how they can leverage these assets in making the best career decision.

The key here is that it is not a question you can answer for them… you can just provoke thoughts. One strategy I have always found effective when someone doesn’t know how to start is something that I took from StrengthFinder. It is a simple activity and helps mentees to determine which activities they really enjoy doing versus the activities they find draining. Having mentees complete a time study over a few weeks or a month can help a pattern to emerge. I ask them to document after every activity if they ‘loved it’ or ‘loathed it’. It’s incredible the pattern that can emerge and it can be a great way for mentees to assess career direction and decisions, as well as help you determine which doors you can open to help them explore further.

Inicialmente es necesario que, como mentor, acompa?es al mentorado a identificar el por qué se presenta ese estado de lucha. Puede haber muchas posibles situaciones: 1. Miedo a lo desconocido. Ello puede paralizar su deseo dado hasta que no gestiones sus temores. 2. Apego a lo conocido. La zona de confort u otros aspectos generan un apego a veces difícil de romper. 3. Actitud perfeccionista. Asociado también al temor a equivocarse, el qué dirán y otras más, puede estar generando ese lucha interna. 4. Falta de competencias. Puede sentir también que le faltan conocimientos o destrezas para enfrenta la situación. El mentor puede elaborar una completa lista de estos factores y trabajarlos uno a uno para identificar la causa raíz de la lucha.

Accessing can help going deeper into the situation & finding out the root cause of the struggle. Other factors could also be: 1. Poor communication skills may hinder collaboration & limit career advancement. 3. Workplace Dynamics: Unhealthy work environments or difficult relationships with colleagues can impact performance. 4. Excessive workload or prolonged stress can lead to burnout, affecting job performance. 5.Lack of Continuous Learning: Failing to stay updated with industry trends & technologies may result in professional stagnation. 6. Peer Pressure : Tendancy to outdo other peers by taking a more socially rewarding career choice / goal over a personally preferred role that is less socially valued – to signal a higher social status.

Before giving any career advice to anyone, I would try to understand the goals and values from the person, their interests, opportunities, purpose and challenges that can come his/her way. Time, resources and mindset also needs to be taken into consideration before giving any career advice. Most importantly, focus should be more on listening and understanding rather than just advising. Be a good listener before giving any career advice to your mentee to understand and advice better. That's all what I do when I'm advising my mentee struggling with career decisions.

1. Facilitate a thorough examination of potential paths by researching industries, roles, and skill requirements. This exploration not only broadens their perspective but also empowers them to make informed decisions. 2. Suggest informational interviews, networking events, and job shadowing opportunities to provide hands-on experiences. 3. By guiding your mentee through this exploratory process, you enable them to gather valuable insights, identify preferences, and align their aspirations with tangible career choices, fostering a more confident and informed decision-making process.

This is by far the best go-to step as always. Remember to explore your options. That way, you don't get left out cornered with no other options. Leaving no leeway for you to squabble and get deranged haywire on dealing with the card of "I don't have any choice". It gives you a clearer picture of how to catalogue your choices or options, and what resonates most to your needs and wants in your life.

That’s the best phase of coaching when you take coachee on a ride of self exploration backed up by data and research. In career, decision making plays a vital role in growth so showing them how to make decisions and own them will be a great thing to do

Asking open-ended questions can help mentees discover their path. While it is beneficial for mentors to share their experiences, it is also important for them to remind mentees that what works for them may not necessarily work for the mentees. In exploring options, mentees should speak more, not the mentors

When I'm helping someone make career choices, I really listen to them and ask questions that make them think. I never tell them what to do but I want them to know that they are the experts when it comes to their career, not me. My job is to share what I've learned from my own experiences and help them think about all the factors. It's important to remember that careers can change and grow, so the choice they make now is just one step in their journey. No matter what they decide, I make sure I am there to support them.

Clarity of goals is the most critical process because every decision has a direct or indirect impact on goals. So reminding, clarifying, breaking down and aligning the goals play a vital role in Mentee’s decision making

Encourage your mentee to clarify their short-term and long-term goals. What do they hope to achieve in the next few years, and what are their aspirations for the future? This clarity can guide them in aligning their career choices with their broader objectives.

Helping a mentee clarify their career goals involves active listening, asking open-ended questions, and encouraging self-reflection. Guide them in exploring values, strengths, and interests while conducting assessments like SWOT analyses. Collaboratively set SMART goals and engage in brainstorming to generate career options. Introduce decision-making frameworks and provide resources for exploration. Encourage risk-taking and self-reflection through journaling. Ultimately, empower the mentee to take ownership of their career choices, ensuring they align with their values and aspirations.

One would always need to go back to the career goal it set for himself. The goal serves a ones north star and provides the direction. Should there be a need to modify the goal, one must not be afraid and proceed to do so.

1. Work collaboratively with your mentee to clearly define their short-term and long-term career goals. 2. Encourage them to articulate their aspirations, values, and priorities. This process of goal clarification serves as a guiding framework, enabling your mentee to align their career decisions with their personal and professional objectives. 3. Emphasize the importance of setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals to provide clarity and direction. 4. By helping your mentee establish a clear vision for their future, you contribute to a more purposeful and intentional approach to their career decision-making, fostering a sense of empowerment and focus.

You can play a crucial role in facilitating connections and discussions within a strong network, which can be a powerful resource for the mentee. By sharing relevant stories and experiences from professionals in the mentee's desired field, you can provide motivation and relatability. These stories can include specific scenarios as well as general real-life examples, further enhancing the mentee's understanding and engagement.

One of the best way to support action would be supporting the mentee to discover similar situations from their last where they have shown some skills that will be beneficial for the current issue as well. Best way to get encouragement is to find the strength within.

Action is crucial stage because it forces people to go beyond just "thinking the thoughts." It requires courage and makes a person vulnerable. It will affect them, their relationships, their circumstances, their comfort. By validating their emotions about the potential change, you can assist them in processing the experience and creating a safe space where they can share their emotions no matter what they may be. The mentor can then reassure and encourage the mentee by reminding them of their strengths, goals, and prior dissatisfaction that bred the desire to advance, grow, or evolve beyond past patterns. It has been my experience in the past that all the time spent on bonding pays off here.

I think the most important thing here is to ask questions. Do not give them ready-to-go decisions, as it should be their own decisions, not yours. Supply them with all needed instruments: books, reports, and sources, so they can read something, watch, and make up their mind. Be supportive and tell your examples and stories from your life. Don't be arrogant, be equal!

At last let’s get the show on the road! Supporting the action for a mentee is where a lot of the fun is for the mentor. The mentor gets to see the incremental growth as the mentee applies the action with confidence and drive, celebrate! This is also an excellent chance to help reflect and continue planning on keeping the mentees growth consistent. This could be achieved through brainstorming with your mentees and letting their ideas multiply to create more workable options to meet their goals. The key to success is action, and the essential in action is perseverance.

1. After your mentee has explored options and clarified goals, shift the focus to reviewing potential outcomes. 2. Discuss the potential consequences and benefits associated with each career decision. Consider factors such as job satisfaction, work-life balance, growth opportunities, and alignment with long-term goals. 3. Encourage your mentee to weigh these outcomes against their priorities and values. This comprehensive evaluation helps them make more informed decisions, considering not only immediate advantages but also the broader impact on their overall career trajectory. ? By guiding them through this thoughtful review process, you contribute to a well-rounded perspective that enhances the quality of their decision-making.

At the end of the day outcomes matter. The effort does not go unnoticed though. You do it or learn from it. At the end of the day all of us are dead. We should give the heart out.

In this matter we dive in deep into the outcomes of the mentee. Are we where we want to be? Do we level up? What have we learned and enjoyed? Reviewing the outcomes is where we rejoice in the wins and meditate on the failures. This will set a new wave of exploration. Success is not determined by the outcome. The outcome is the result of having already decided that you are successful to begin with.

? This is an underrated skill but try to be the sort of person that listens before giving advice to another. ? You'll both take a lot away this way.

The most important thing I have found is to be available to them. You never know when they can have the worst day that could change their whole perspective on their career. Being there, even just to listen rather than providing advice, can be just what is needed. Helping them to reach their own decision will give them strength and confidence. The other thing is to reinforce that we all make mistakes but owning them is what will make them a great lawyer and someone who’s trusted

? Encourage open communication and assure them that seeking advice and support is an ongoing process. ? By fostering a lasting connection, you create a supportive environment where your mentee feels comfortable discussing future challenges or adjustments to their career trajectory. ? This continuity not only enhances their professional growth but also contributes to a sense of trust and camaraderie, establishing a foundation for a resilient and enduring mentorship.

Mentoring also involves networking skills. So keeping in touch with your mentee may also be fruitful as you may consider your network to also support mentee’s further development. In developmental mentoring we underline the importance of contextual wisdom and also ability to share context to inspire your mentee.

Things will be looking in a simple manner, don't complicate it. Every career decision is based on the attitude and perseverance of the employee.As a mentor, in the current situation , speak positively to the mentor and to say don't look so far but just take step by step.

Please do avoid any advise giving to your mentees. In developmental mentoring we aim mentee to take charge of their lives rather than staying in a position of a victim. So any advise will be counterproductive: if advise yields desired results, all credits would go the mentor. If the advise is a bad one, then mentee would put the blame on tbe mentor. So in both cases mentee will not develop. So instead staying attached to your advise, you can please benefit from an attitude of being detached from your suggestion (by even using a language like : “what would you say if I…” type of phrasing. The goal of the mentor in that respect is to inspire their mentees, not o solve their problems and issues..

What are you really passionate about? Whenever we struggle with a career decision, I think this is the core question we must ask ourselves. Some people may tell you it is one of the best things in the world to get paid to do what you love. And you may agree. However, extrinsic rewards might cause your love to wane. Only your internal motivation can last. Think about what makes you forget to eat - that could be your passion! Alternatively, if you cannot follow your passion for whatever reason, you need to consider what you want to achieve. Career advancement? Taking on more challenges? Developing new skillset? Better compensation? Fulfillment? Relocation? Flexibility? Work-life balance? Never forget about your passion.

Rather than focusing on the decision itself (which is the output), inspect the inputs the mentee is considering in their decision (for completeness and depth) as well as the mental model they are using to think through these inputs (for refinement). This helps the mentee become a better decision make (for future situations) as well as own their decision.

I have found using the "Inside Out" approach very helpful. The first step has to be to help the mentee "dive deep" within and build a very high sense of self worth. This is the core of mentoring, I believe. Unless we do this, the mentee keeps associating the external factors more than the internal factors. We call it Deep Dive mentoring to boost the self worth. Secondly, help the mentee look at the world through this refined inner spectrum to see where these strengths can be used in the world of work. Comparison of options with a realistic understanding and practical insights is essential. Lastly, create a holistic path inclusive of physical health, mental health and relationships to ensure well being with gratitude for experiences.

Suggestions in an easy summary: - Active Listening to create a safe space. - Asking thought-provoking questions to encourage self-reflection, e.g. strengths, longterm goals or excitement. - SWOT: This analysis will help to identify the pros and cons of each choice. - Facilitate opportunities for your mentee to gain real-life experiences in their potential career choices, e.g internships, volunteering, or interviews. - Assist your mentee in creating a decision matrix to objectively (visually) compare and rank the options. - Adding a risk assessment to have a contingency plan. - Encouraging and supporting with a strong network, especially mentors and professionals in the field of choice. - Motivating to go for a decision!