Yearly Archives: 2012

Why do we need to train mentees?

One of the most common reasons for mentoring programmes failing is that they forget to train mentees sufficiently. Programmes that train only mentors deliver less than half the benefits, on average, than those that train both participants.

Posted in Blogs, Featured Blogs | Leave a comment

What makes executive coaches feel valued?

Considering how much organizations pay for the services of executive coaches, it might be expected that the relationship between them would be a partnership, aimed at providing the best possible support for the client. While in some cases, this is …

Posted in Blogs, Featured Blogs | Leave a comment

What makes a powerful question?

Powerful questions we can define as ones that have a significant, positive impact on the quality and direction of a person’s thinking about issues important to them. Based on analysis of hundreds of powerful questions and observing how coaches and …

Posted in Blogs | Leave a comment

The twelve habits of the toxic executive coach

Created more than a decade ago, the Twelve Habits of the Toxic Mentor and the Twelve Habits of the Toxic Mentee have been quoted in hundreds of publications and training programmes. I’ve thought for a while that it would be …

Posted in Blogs | Leave a comment

The Liberated Coach

This article has its origins in several complementary sources: the personal coaching experiences of both myself and my co-authors in 14 books on coaching and mentoring; the experiences of coaches, who I have supervised; and observation of coaches in real …

Posted in Blogs, Featured Blogs | 1 Comment

Seven Coaching Conversations

Being an effective coach requires a continuously expanding portfolio of BDQs – (Bloody Difficult Questions). These are what stimulate the client to reflect and gain personal insight. Equally important, however, are the BDQs we ask ourselves. For example: For whose …

Posted in Blogs | Leave a comment

How to make the most of the mentoring relationship

Mentoring relationships that deliver most value for both mentor and mentee are characterised by a number of behaviours: Openness – both parties are able to speak openly and without fear of feeling embarrassed Purposefulness – there is a clear sense …

Posted in Blogs | Leave a comment

How social networks affect careers and succession planning

Research into social networking suggests that people can on average manage a maximum of 150 strong connections and a much larger number of weak connections (Dunbar, R date++). Strong connections tend to be characterised by a higher quality and frequency …

Posted in Blogs | Leave a comment

How mentoring supports inclusion

Inclusion: Genuinely valuing a wide range of diversity in talent, perspective and person, for its ability to contribute to individual, organisational and societal well-being. Authentic inclusion is recognised by a sense amongst all groups that the only limitations on their …

Posted in Blogs | Leave a comment

How could you get more out of your mentoring relationship?

Like any other relationship, mentoring can get a bit cosy. The review is your opportunity to influence how the mentoring programme is managed and the support you receive in making mentoring deliver results for you. It addresses questions such as: …

Posted in Blogs | Leave a comment