STARTING WITH A MENTOR

Ok so your interesting in using a mentor how do start the right way so that you and your mentor understand your relationship needs. One thing to ensure is that you build your relationship first so that you feel comfortable sharing personal experiences and feelings. Secondly be aware of the difference between a mentoring and coaching to find the right person for you. Think outside the box to, a mentor can be found in many places like a close friend, a business club, work colleague or professional mentor.

Now it may be a fine line and there are so many unique businesses out there today that it can sometimes be difficult to spot what is for you, let’s look at what I feel the subtle differences are before we look at starting out with a mentor. I once saw a very good statement distinguishing the two: ‘Mentoring is relational while coaching is functional’.

The dictionary definition is ‘someone who trains you to accomplish a task or goal’ or ‘someone who teaches people to improve at a skill or sport’ also ‘helping them to prepare for something’.

So we have support, training and guidance, all good stuff. I believe that there are definitely a lot of good people that cross over the border between coaching and mentoring and as I say wear many hats.  My personal opinion at the extreme end of the coaching spectrum I see is often following a program of knowledge, or even a program set out for you to reach an end goal. The coach has practical tools and techniques or building blocks to use to help you achieve what you need and will hold you accountable to those predefined actions. Driving you to take action for results, your choice is to do or not to do! But what happens when you have other stuff going on in your life not related to the goal that you are being coached towards? I see many different outcomes when this happens.

So where do I see the opposite end of the spectrum in the mentoring role?

If we look at the dictionary definition for a mentor we find ‘an experienced and trusted advisor’ and ‘someone who gives you advice over a period of time’. You can say that it is to teach, support and give guidance, as would any coach. My feedback from clients is that I am a positive influence that inspires them and I would hope that when you pick a coach that this is true also.

Where I feel the difference lies is in the deep personal connection, helping you recognise the path or journey you are on both personally and in business and to clarify the vision you want to achieve. I am always looking at the person on a deeper level and spiritual connection the relationship has to be a good fit for both parties. As I said in my first blog a mentor teaches you to tune into your passion, strengths and core belief system, helping you to shine in the way only you can. Focusing on a mentoree’s total development.

A mentor will stretch you to just beyond your comfort level, not in excess so as to create stress and overwhelm but enable you to reach a potential beyond what you see yourself capable of. This is always where the magic happens! It is being able to recognise that what works for one will not work for another there is no system or course to follow it is all about your journey. ‘Instead of a bag of tools it’s just an empty bag of magic’ as one of my clients said.

My definition of a business mentor is “someone who strikes a balance between expert business advice and the empathy with the individuals personal journey and mindset; getting them personally ready for each step. It is a professional relationship where resources, knowledge and networks are shared to enhance the mentee’s professional and personal growth.”

So how can we make sure that both parties are happy from the outset?

1) Clarify in your head what you want out of the relationship

As best you can write down your expectations and the extent you want that person to play a part in your life. I always say imagine a newspaper article about you in 6 months time what would it be saying? What would you be celebrating and how? Is there anything that you need specific help with?

For example industry knowledge, networking, business skills planning and visualisong. Setting some objectives will ensure that you are clear to your mentor and they understand your personal and professional needs, helping them see if you are a good fit for them.

2) Make absolutely clear the commitment you are both giving

Once you’ve found someone who agrees to be your mentor, make sure you can give the same commitment and share the same passion for your goals and expectations. Your mentor is investing in your future also and needs to be excited by the prospect of working with you. Discuss and establish  a regular meeting and/or update schedule.

3) Make a draft plan to start off the work.

At the start there will be a lot of work around establishing where you are and building on what you want to achieve. If you have done your homework and established some preliminary goals/objectives make a list of topics that you would like to cover, areas you might like to discuss. These will prove to be great conversation starters and help you get into the new routine.

4) Talk about your skills.

What knowledge, skills, networks and abilities possessed by you and your mentor are going to benefit you most in achieving your current objectives.

5) Who will initiate the interaction?

Please be clear who is going to do the coordinating and organising, don’t wait for the other to ring being polite.

6) How will you know things are working?

Set up some parameters that you both agree to measure how things are progressing, define what success looks and feels like.

7) How do you handle conflict and feedback?

What would move you to terminate the relationship? A difficult one but an understanding that needs to be clear. It is important to understand that a mentor role is to give advice, but you are responsible for whether you take that advice or not and how you apply knowledge that is passed across. Your mentor must be ready for this; which is why I always say that a family member is not the wisest choice as a mentor. Choose your mentor wisely you do not want someone that is trying to produce a clone! You need to be receptive to constructive feedback on both sides.

8) Maintain confidentiality

The sessions are between you and your mentor, have an agreement in place to maintain that.

My final word is please honor your commitment, mentoring is a demanding job and responsibility so be appreciative of the time you are given Be timely in your responses and show up. Expect support not miracles, we do not solve all problems but the most valuable quality we offer is a different perspective and an eagerly listening sounding board. Why not come and talk to us about it www.white-tiger.co.uk/services/mentoring

 

Mentoring March – have you found yours?

Often mentoring is something that just happens, most entrepreneurs are happy to take advice and surround themselves with a great team. So what makes a great mentor and how do you find one that suits you?

 

We hear so many different titles these days, life coach, business coach, growth and transformation specialists, sounding boards they are all there with a specific skill: what do you need right now just for you? What place are you at in your life? It is important to have someone who is in tune with you and your personal journey and that has the knowledge that you are seeking right now.

 

To find a mentor we often look to people we know, someone who has faced adversity in a courageous manner.

This is great, it is important to have people that inspire us, ask them how they make decisions, confront fears and move on. What about our personal business journey? My definition of a business mentor is someone who strikes a balance between expert business advice and the empathy with the individuals personal journey and mindset; getting them personally ready for each step. It is a professional relationship where resources, knowledge and networks are shared to enhance the mentee’s professional and personal growth.

 

Mentoring is definitely not the soft option we take our roles seriously becoming deeply connected and invested in the success of the individual. It is a long term relationship that is built and maintained even if at the latter stages only light touch. A good mentor is always looking to help empower the individual tuning into their strengths and core belief system, helping them shine in the way only they can.

 

Important: If you want a good mentor you have to be willing to invest in the relationship it is a two way commitment! A mentor is not someone that just holds you accountable, you must have a genuine interest and readiness to learn. You are not expected to adopt every suggestion but to listen and discuss to enable an open mind and new perspective on things to take your business journey forward. You are ultimately responsible for your business and a business mentor giving their opinion cannot be accountable for your actions – a good mentor will have terms and conditions set out so ask to see them.

 

So what do you need to look for in a business mentor?

 

  • Someone that inspires you – personal attributes that demonstrate success and knowledge.
  • Infectious enthusiasm and positivity – they need to motivate you (remember this is also 2 way and you also are a ‘weather creator’ in your life so always examine the shadow you cast)
  • A teacher – How well can they explain things to you? Not everyone has a natural ability to teach.
  • A good listener – essential
  • You have to like and gel with them – It may sound obvious but can you get to know them at a personal level and share your feelings, you have to feel comfortable.
  • Excellent communication and people skills – the ability to give constructive feedback and challenge you enough to stretch you to feeling achievement and not beyond your stress boundaries. It is no good to send you into overwhelm and affect your personal well being there has to be a balance. Being just out of your comfort zone is where the magic happens trust me.
  • Someone who sets and meets goals – leading by example how well do they respond to requests and answer your emails.
  • Time – Do they have the personal time to take you on as a mentee.

 

The truth is you probably already know someone who you would consider, looking to your peers is a good thing as you probably already have strong relationships formed. There is no formal system to follow and not one person that will be there for everything. You will need different people for different times and situations in your life and that just may mean a one off session to get you back on track. All of the above are ok – it is down to what you personally need so I ask the question again – What key challenges do you need help with right now? Remember we often focus on the urgent not the important to take time for you when you answer this.

 

I am confident that a good mentor can take you further on your journey than you thought was possible whilst protecting one of your most valuable assets – your mind. Try having those conversations that you only have in your head with yourself with a thought partner and see what is possible. Yes peers and relatives can provide valuable information and contacts but I believe that only structured mentoring can provide continuity in the level of support on an ongoing basis—in a manner that can have a directly positive impact on your personal growth and the growth of your business over time.

 

Here’s why I do what I do – my feedback from a one off meeting to help with clarity;

After just two hours with Angela I had completely decluttered my mind and refocused in a way that completely restored my energy and passion. I left with an action plan which I had confidence could be executed within the planned and necessary timescale. As a result I was then able to deliver the results required for business success! Thank you Angela for putting me back on track with a couple of extra skills gained that I will continue to apply in the future!

 

Do you know the difference between a coach & a mentor? Find out next week when I will also share some tips on the process of how to make onboarding a new mentor easier – clarity from the outset to move you forward faster.

 

Motivation is an Attitude!

We all talk about #motivationmonday, share quotes, raleigh people on, me included.What are we actually doing? Reaching out to and for support, looking for tips on how to motivate ourselves and others?

In my speaking I teach people that we have in fact everything inside us right now to follow our intended purpose / vision. We will always be learning but if we feel so inclined to do something we can because it was there in the first place for is to think about. When we find our ‘job’ in life we stop searching.

The thing about not being happy is we tend to point the finger in every direction but ourselves! A bad boss, the need to provide, too late to change etc..Sure external things have an effect but ultimately you are responsible for your own happiness and how you wish to view the world. On the reverse external things can motivate us and our team, bonuses, perks, cars but that soon wears off after a while. You need the next pat on the back or recognition to spur you on – the truth is the only way you will feel truly motivated and happy is when it comes from inside and not anything else.

When was the last time you heard anyone talking about their job as rewarding, fulfilling, stretching them, a feeling of belonging and for a mission or cause. Motivation comes from an inner desire to do something which in turn is from your why and vision behind the actions you take. Therefore this must be your first port to call on for you and your team; for they follow your shared vision. If your team members do not share the same values and vision for the future as you it will be very difficult to be fully satisfied and motivated by what they do. You can inspire and move people but they have to actually want to take action! I cannot motivate you only help you to recognise the motivation within that will drive action.

There is no such thing as laziness I believe it is just disinterest – desire is lacking. We must reach out to the individual, find out what their needs are and we are all different. It is shocking how many big companies do not have time for the ‘fluffy stuff’, they claim to be a fair company and treat all the same and that is the failure in my eyes.

“You are today where your thoughts have brought you; you will be tomorrow where your thoughts take you.” James Allen

THINK – FEEL – ACT

Everything that is created first happens in the mind and imagination before it becomes a reality. So surely how you approach things (your attitude / motivation) is crucial. Changing the way we think about things helps us progress; therefore shouldn’t we be teaching mindset to help engagement? We want to know who fits in and actually wants to go on our journey with us. If we teach it early enough surely our younger generation will follow their heart and find jobs they want to be in.

Attitude is also contagious, the mood or attitude you show up to work with will spread quickly with every interaction; soon affecting your whole team. So why do we put such emphasis on Mondays. You get a chance to relax, chill enjoy yourself for the weekend, some even moan the weekend away, but then what? Then you have to face the reality of what you have built as your working life; having fun only 2 out of 7 days is not living in my eyes. I believe that everyone has the right to love to go to work, which is why I’m passionate about awakening people to address the why of what drives them. The mobalise and empower them to take action to make changes. It doesn’t have to be massive things small steps taken each day to achieve a massive change in you and your happiness.

Message me and I will give you ten changes that have made a huge impact on my life and my positive attitude. Or better still schedule a call or coffee I would love to hear your story.

Before you go do one thing SMILE, now notice that feeling spread to the whole of your body. Start to notice others around you as they catch you smiling and grinning – it’s infectious!

Shine your light on the world and go make a difference.

Angela X

How to use your process map to direct change?

Your process choice

How to use your process map to direct change?

A great start to either setting up a business or taking stock of where you are and where you need to be is a process map of what you want your business to look like. Starting with the end in mind as Stephen Covey said.

When you embark on this exercise you need to be able to close your eyes, use your imagination and see what your business is going to be like. Get yourself in the mindset of the end result business owner. Drawing up an organisational chart is an useful thing to do, even if you have to put you in every position at the moment, gradually you will follow the vision and replace yourself with others. Design your business the way you want it to run, one the risks of not doing this are the business grows organically. As you take on others they invent the roles as they go, each helping the best they can to shape the company following your lead. The result: A process that was not designed in the most optimum way to achieve your goal, worst case scenario you fall out of love with the business because it is not all you dreamt it would be.

With an established business there are two phases to process mapping:

  1. We have to map out where we are, document the status quo. This helps us see the big picture, identify risks and gaps within what we do; it also shows us improvements that can be made.
  2. What do we want our business to look like, if we could streamline, automate and have everything the way we plan how different would the picture be.

When we get stuck and need to move forward with our businesses we sometimes hit overwhelm, it can be easier to take no action because we don’t know where to start. There may even be a new picture and vision to follow which can be daunting. Perhaps you are at the stage where you need to take a growth step and employ or perhaps your outlook for the future has changed in what you want. Creating a picture of your business can make things much easier to understand, reasons for change become obvious. The process map then becomes a catalyst for instigating the desire for change within your team.

Try and picture each part of your process as a series of steps and each one needs to be defined. I want you to imagine the process as a series of customer-supplier relationships in a chain.

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When we set the right boundaries, expectations and requirements at each stage we will have happy customers throughout the company. This is what I call creating harmony in the workplace. Taking things step by step will enable you to understand the most complex of processes, and with your map you will be able to keep the big picture in mind.

So what now?

A client recently said to me about their newly designed streamlined process “I love it but I’m not sure what to do with it, put it up on the wall?” This is a phrase that I am hearing a lot of at the moment thank you so much but what next? It is good to have a passion for where you are taking your business but it has to be a catalyst in creating the next phase – the change process. The problem I have recognised is that a complete map can give you so much detail that it can put you into overwhelm, so much that you can’t see which step to do first. Here are my tips for approaching the next step to process improvement.

Create the buzz – Be prepared to share and listen

Share your vision, get people excited about what you are trying to do (Put your map on the wall)! Involve them in discussions, ask their opinion. This may sound obvious but there are many businesses I talk to where it is not their first thought to involve team right down to the front line.

Look at the framework

Make sure you revisit your values and vision together, are they complementary? Is everything you want to do in tune with your core beliefs and purpose? I often say that one of  most important questions after ‘what is your why?’ is ‘what are the the day to day decisions that have to be made to achieve your goal?’ If you want your team to make great decisions they have to understand this direction & purpose.

Communicate and listen

Once you are crystal clear on your objectives they need to be communicated. I don’t mean a poster on the wall, live and breath them, lead by example and get your team on board.

If you believe in your purpose with a passion, and tell your story to others, then your team around you will start to live and recall that story. Make sure all of this is communicated to the outside world too, your customers need to know your story. It’s is the same with driving changes within the company. When you are transparent and honest in what you do, listen to others opinion and explain why; you will get a much more favourable response.

Not many people like change, even less when they don’t know what is going to happen. Fear will set in and they will make up a story where there is none. We need to cut cost, jobs will be lost, the company’s in trouble; you know the drill we have all heard this type of gossip. Don’t let this happen to you, nurture open communication.

Plan for change

From your process maps you will have areas that need to change and new systems that could be significantly different to what people are used to. These changes need to be carefully planned and prioritised being conscious of the time and resources needed. You are not going to get the support and engagement from your team if you start putting them under too much stress, and likewise for yourself when you take on too much.

Itemise the areas in your process where you have found risks, gaps, duplication of tasks, inefficiency or possible automation. Your can always add to this list as you find other things on your process map. If you have taken your map to the next level and rewritten a streamlined version a lot of this will be covered in the report you receive.

This list can be split up into areas to help with project planning, for example the Sales Process, Finance and accounting, Operations or handling customer concerns and improvements.

I use my own tool (based  upon tools tool like PFMEA and risk analysis), It will enable you to think about the individual improvements and their impact on the business. The list of actions get rated or scored on impact, resources, investment and timescale, the result is a prioritised list based on fact. I am happy to provide a template and work through a prioritised action plan with you.

Don’t set yourself up to fail! Plan change step by step and include some quick wins to boost morale. It’s all about the strategy and the team.

Make sure the time and resources are planned BEFORE you execute your plan; there is nothing worse than having a team fired up and innovation stifled because they cannot access what they need to succeed.

Communicate your strategy for change

Let people know the big plan, the game changer! You want people to be excited about the end result and be part of it. You can choose champions for the projects and channels for the feedback such as boards, internal comms or social media. You need a platform that can be used to celebrate the success stories and the challenges ahead. If you are open about the choices you make, even if you make wrong decisions, being honest  will gain you support. Not everything will run perfectly, you are human after all; what defines us is how we rise after a fall. Learn from everything and turn it into an opportunity for improvement!

Take action

Now for the important bit, once you have a strategy for change you need to start taking action. If you are redesigning part of your process ensure you consider the big picture and links on the process map. Be mindful of the impact your changes can have on other areas of the process, the company goal and customer experience. Always follow the discipline of root cause analysis, prove your chosen solution, test and install. The success of your plan is down to you taking responsibility and action – if it is something you are excited about it should be infectious!

Celebrate achievements & milestones

One last thing – feedback and celebration. Change isn’t an easy path so don’t forget to stop and give yourself a pat on the back, when you do your business planning in fact write down the reward you are going to give yourself and your team for each milestone and do it!. Have fun and celebrate in style.

Also if you are doing great things talk about them, quite often there is work going on with the community and charity that don’t ever get mentioned, (I was guilty of this in the being).

Embed the change, support the transition

When you make changes do not overwhelm and change to much at the same time. Make sure people are comfortable with things before you move on. Your leadership, support and understanding at this stage will be critical to the success of the project. If you want a fun exercise to demonstrate what happens in change and where and why support is needed message me and I’ll send it to you; it will help others understand what is happening within the struggle for change.

A final word

Systems is not all about logic and sequence it is about people working together in harmony to achieve a goal. The thing is people are not always logical they have things like emotion and baggage. Then there is a thing called organisational climate, we all have our own take on what culture is ‘the way things are done around here’. Well climate embraces everything culture, leadership style, processes and how the interact with each other – the point is that all these things have a major impact on how people behave under different circumstances. Put people and process together,  communication and knowledge is key, I encourage you to think about your company as a learning organisation, become dynamic and fluid. Be flexible and don’t restrict yourself by what others believe. I know with the right direction, guidance and support you will always get where you need to be.

Have fun, you know who to ask if you get stuck !

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