This week’s article focuses on the story of one organsation who has signed up to the UK’s Get mentoring and the Business in You programs of which MentorMatchMe.com is an approved provider.
Opus Accounting is an accountancy practice that likes to stand out from the crowd. From social media, to community support to online competitions, the company is always finding new and interesting ways to reach new audiences. Director, Nigel Coombs FCCA, describes their approach:
“We like to think of ourselves as ‘refreshingly different’. We believe it’s the added value that each individual and the company as a whole brings that makes us stand out from the competition”.
If you are a small business owner, chances are you often feel overwhelmed.
You are making all the decisions, bearing all the risk and if you have people on your payroll, you’re also worried about their livelihoods. So who do you turn to for help?
Following on from my last blogs where we looked at how to find a mentor and how to clearly identify the challenges that you feel you are facing and want to focus on in your business mentoring or career mentoring; in this article I want to look at how to develop long and short term goals to help solve challenges.
At MentorMatchMe we match up mentees with suitable mentors based on the mentee posting a challenge. So how do you set up a challenge to make sure you give yourself the best chance of finding the right mentor for you? Just follow our simple tips.
In my last article I looked at how to work successfully with a mentor and touched on mentoring challenges. In this article we are going to look more closely at what exactly a business or career challenge is.
Throughout our business and personal life we all face challenges. In the most part we can either figure out how to solve these challenges ourselves or can get assistance from friends, family or colleagues.
Following on from my recent article on collaborative mentoring I want to start by re-emphasising that mentoring is a two-way relationship. It is not a one-way street with the mentor just handing out their good advice. When you enter into a mentoring relationship you need to be prepared to give back to your mentor and make sure they feel valued and appreciated.
So in starting out on your mentoring relationship the first thing that you need to do is to clearly identify the challenge you are facing. You then need to jointly define your mentoring goals and what measure you are going to put in place to ensure your achieve these and overcome your challenge. I will cover how to do this in more depth in my next article.
Here are eight steps to follow:
Step 1: Identify one or two specific leadership skills you feel that you could improve through mentoring. Is it your ability to make strategic decisions in a quick and decisive manner? Is it your ability to recognize and develop talent to improve the success of your department and yourself? Is it your ability to motivate or to deal with conflict?
Step 2: Next, assess what style of leadership is best suited to you. Are you a decisive type of leader who makes the decisions and motivates others to follow those decisions? Or is yours a more collaborative leadership style, working through consensus?
mentor – a trusted counselor or guide
The word mentoring has taken on several different meanings over the years including advisor, promoter, and coach. But, in every definition, there is the assumption of an older, more experienced person guiding a younger, less experienced person.
This type of guidance can be very useful when mentor and mentee work together effectively. Mentoring can help people build awareness, take advantage of opportunities, build and apply skills, and achieve results that become the foundation for a successful career.
In this article we will hear from one of the MentorMatchMe Mentors, Jill Royston about how a mentor early in her career helped her career progression.
I just hung up the phone with my first professional mentor. We met when I was in graduate school. She was an instructor and a very successful consultant in the field of Organization Development (OD). I was transitioning from a career in politics to a career in OD with no idea what to expect. Now she is 84, still coaching and mentoring, and I have 15 years of OD experience with many years ahead of me. As I reflect on our relationship, she helped me in many ways, but there are three conversations that I go back to over and over again: