Archive for category Mentoring

Peer Mentoring Inaugural Session

Today I had my inaugural peer mentoring session with an industry colleague (who I shall refer to as my ‘peer’ for the remainder of this post).  I met my peer when I attended a one day course he facilitated several years ago, and I subsequently engaged him for some coaching.  We remained in contact when the coaching arrangement ended and continued to meet informally face-to-face two to three times a year.  We both work independently, with some overlap in our professional circles although our service offerings are quite distinct from one another.  Apart from the common challenges and opportunities of working independently, we have discovered an affinity in values and outlook that has created trust and a sense of mutual support.  In a way we have been informally mentoring each other for at least a year.  As we considered how to stay in touch during my 2018 travels I recalled the positive experience I’d previously had peer mentoring with a colleague who lived remotely from me, and suggested that we enter a similar arrangement.

Expectations

The key thing we did in today’s session was to discuss our expectations of our mentoring arrangement and how we could best support each other.  My key need is for accountability to help me achieve my most important goals.  I have always found that telling someone else I will do something increases the likelihood that I will get it done.  Having said this, I tend to take on too much and would like my peer to challenge me regarding whether I am taking on more than I can deliver in a given period.  (One action I accepted from my peer today is to prepare a project plan for Quarter 1 to check my capacity to achieve all my goals, and ensure that I’m allocating regular time to business development activities.)  My final expectation is that my peer will help point out blind spots in my thinking, particularly those that could undermine achievement of my goals.

Structure – A Light Touch

We’ve agreed to meet for one hour each month via videoconference.  While we didn’t explicitly discuss allocation of time or agree a specific agenda, we did agree to check in at the start of the session regarding the progress we each made on the goals / tasks we nominated as most important in our previous session.  I expect we will then spend roughly equal time in the ‘mentee’ role using each other as a sounding board on whatever issue or question we each want to explore.  It’s up to each of us to take personal notes during the session.

We did not make any explicit agreement as to how we would stay connected between sessions.  However, given our existing relationship I expect we will exchange some messages or emails to provide each other updates and share resources.

The confidentiality of our discussions is essential, and has always been the case between us.  We did acknowledge this briefly today, even though it was already understood between us.

Monthly Priorities

Before today’s session I sent my written vision statement and goals for both 2018 and the first quarter of the year to my peer.  My peer has committed to send me his written goals this week.  We identified our key goals and tasks for the coming month as a means of increasing our accountability for achieving these.

My work priorities in the coming month are to:

1)  Deliver a keynote presentation I’m delivering to an internal professional development conference at University of Wollongong on 15 February on the topic of ‘future-proofing yourself.’  The objective of the presentation is to motivate participants to actively manage their own learning and provide them with practical ways of doing this.  I need to complete preparation and practice for this session.

2)  Commence facilitation of the Australian Institute of Training and Development (AITD) Social and Collaborative Learning Essentials course online on 21 February.  This is the first time I’ve facilitated this eight week course so need to familiarise myself with the content and be ready to deliver several webinars and facilitate the on-line interaction in Curatr.

What Mentoring Arrangements Do You Have?

Mentoring arrangements can take many forms, and I’m curious as to what others have in place and what works well for you.  Please post a comment to explore this question.

Note that if you are a member of the AITD note that applications for their mentoring program are open until 16 February 2018.  I have participated as both a mentee and mentor in this program and found it very valuable.

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'Speed' Mentoring – My Responses

AITD Mentor Qs.pngI’ve participated in the mentoring program run by the Australian Institute of Training and Development for the past two years – first as a mentee, then a mentor.  Last night was the end of program celebration event in Sydney, which Neil Von Heupt facilitated.  Neil ran a ‘speed’ mentoring activity.  Each mentee had a two minute conversation with each mentor to discuss their response to the three questions on the flipchart below.

 

The mentors were not forewarned of this activity, so our responses were very ‘top of mind.’  With the possible exception of the first question, my responses would be unsurprising to anyone who had worked with me in the past two years.

Most important aspect of my work

My gut reply to this when asked was ‘conversations.’  It’s not what I expected, and if I’d had more time to think about my response I may have crafted a different response.  However, I think it’s true and is at the heart of much of my professional practice and development.  I find it vital to talk with others to help me reflect, solve problems, ideate, explore, strategise and plan.  As an Learning and Development leader, having a performance consulting conversations with people who ask for a ‘program’ or ‘course’ helps in identifying underlying causes of performance gaps and appropriate solutions (which may not require training).  Conversation is also at the heart of social learning.

I’d like to acknowledge the influence of Harold Jarche in shaping my awareness of the power of conversation in learning  – fittingly, through two very memorable conversations we have had at Edutech conference in 2015 and on a Skype call earlier this year.

edutech-conversation

In conversation with Simon Terry at Edutech 2015 – photo taken by Harold Jarche

Favourite tool for L&D

As a personal and professional development tool, it’s definitely Twitter for me.  It’s turned my learning on it’s head since I started actively using it three years ago by enabling me to access people to engage with in a mutually beneficial interchange of sharing resources, ideas and experiences.  It’s one place where I have useful conversations.  Need more convincing?  Read what others have to say about Twitter as a development tool.

 

Hot career tip

Make time for reflection using whatever method suits you.  It’s vital to make sense of your experience, figure out what’s working and what you’d like to improve, and to inform your future actions.  I do a daily reflection in Evernote using a list of prompter questions on this linked list.  I write a dot point answer to those that seem relevant.  At the end of the week I then use the weekly reflection questions in my list to draw out key themes.  When I have the capacity I also blog about my work.

Which leads me to my second hot career tip – Work Out Loud.  In essence this is what I do on my blog.  Make your work and working processes visible to others – both when it’s a work in progress and when it’s complete.  Search on social media platforms or an internet search tool (#WOL #showyourwork and #WOLWeek) for a wide range of examples of how you can make your work visible.  Follow Jane Bozarth who provides practical guidance and examples to help you get started simply and quickly.

To maximise the career benefits of making your work visible, adopt the expanded Working Out Loud practice using the Working Out Loud Circle Guides.  Adopting Working Out Loud has radically altered my professional development, enabled me to build a contribution-based network, and created many opportunities.

Your Turn

How would you respond to these three questions?  Post a reply below or share your response on Twitter with #LNDcareertips

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