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Mentoring: Not a Fix or Favoritism

Mentoring: Not a Fix or Favoritism   A shift in the focus of mentoring is emerging and it’s one that, if we encourage it, will empower mentees and result in individual, organizational and social benefits.   A Deficit Model   A deficit model assumes something is wrong and that mentoring can fix it. This immediately […]

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5 Ways to Recognise Strengths

5 Ways to Recognise Talents Strengths are the unique combination of talents, knowledge, and skills that every person possesses. Everyone has natural talents just waiting to be developed, but most people don’t know the breadth of talents they have.   When people don’t recognise their talents, don’t have the opportunity to develop them into strengths and […]

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6 Ways to Mentor Your Team for Productivity

Would your team answer “yes” to these questions? If not, start mentoring them so they do.   We have a clear and compelling purpose. There is a reason to work together. We have a common goal, whether it is the solution to a particular problem, a challenge to be overcome or a contribution we make. […]

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How Mentors Stimulate Thinking and Better Judgment

      Social media isn’t the only place where opinions are passed of as fact, wrong or misleading information is convincingly delivered and conclusions are jumped to on the basis of false, shaky or non-existent evidence.   Newspapers, politicians, gossips and well-meaning but ill-informed people have been doing it for ever. The internet and […]

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Trust – What Does It Take?

  I regularly have a blood test and I’ve never thought twice about offering my arm to the nurse who swabs the area, finds a vein, inserts a needle and draws three tubes of the red stuff. She’s always respectful, professional and competent, friendly too. In Australia, UK and USA, nurses top the list of […]

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How to Prevent Unrealistic Expectations of Mentoring Part 4: Communicate & Educate

  This is part 4 of a four-part series to help you design a successful mentoring program. Our “4P” model of mentoring strategy (below) has been used for award-winning mentoring programs with Family and Community Services and Juvenile Justice in NSW as well as many others. Developing a program to prevent unrealistic expectations at all levels […]

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How to Prevent Unrealistic Expectations of Mentoring Part 3 Design

In Part 1: Start With Why, I wrote about discussing the strategic direction for mentoring with your senior decision-makers. Part 2 Needs Analysis and Consultation focused on understanding what a particular group really need from mentoring in order to achieve the outcomes you want.   Now you are ready to design a mentoring program brings […]

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How to Prevent Unrealistic Expectations of Mentoring Part 2: Needs Analysis and Consultation

  In Part 1: Start With Why, I wrote about discussing the strategic direction for mentoring with your senior decision-makers. This gives us high-level aims and allows us to focus on the purpose of mentoring and the people that we want to participate. Before we can specify objectives and outcome to measure, we need to […]

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How to Prevent Unrealistic Expectations of Mentoring Part 1: Start with Why

  This is the first of a four-part series that will help you design a successful mentoring program.   Everyone has their own ideas about mentoring and expectations can differ wildly. Unrealistic expectations about what mentoring can or will do – on an organisational or individual level – can leave people disappointed, disillusioned and disengaged. […]

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Does Mentoring Girls in STEM work?

  75% of the fastest growing occupations require science, technology, engineering and maths (STEM) skills. The variety of professional roles open to graduates is much greater than those accessible through year 12 completion. Yet girls and women are severely under-represented in STEM subjects at school and university. That means fewer women in occupations requiring STEM […]

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