mentoring mentorat coaching podcast


What does it mean for you ?

How do you activate mentoring ?

Why ?

The Mentoring One from The Women Talking about Learning Podcast

RT @marciamarcia RT @tloh: “I don’t have one mentor. My network mentors me. Reid Hoffman, as quoted in Forbes magazine” via @lehawes

What does an uplifting learner’s relationship/experience look like?

I heard one of my network nodes in the podcast ‘The Women of Learning‘, Taruna Goël, in conversation with André Watts discussing mentoring.

The Mentoring One – Podcast Notes

So here are my messy notes:

Mentoring is any relationship between an experienced person and a newbie. Experience and wisdom on an approach or life skills. Tools, tips and tricks as I had the adventure—the experience inside or outside the workplace.

Formal or informal mentoring. Use storytelling to mentor people. There is an interplay between coaching and mentoring. Transform beyond goals.

Ask questions, help people to reflect, to be self-directed learners.

What can I learn from my experience?

It is a learning relationship that ebbs and flows. Use metaphors, words and images to mentor.

Mentoring is about co-creating, teaching, and mutuality. The Sum of mentees makes you richer. I received more than I gave.

“Pass on what you have learned.” — Yoda.

Give of yourself. Make a difference. Empower.

Give more confidence. Long-term goal setting for mentoring. Many mentors.

Personal development and holistic. Flexible approach: short-term or long-term.

Coaching is goals and task-oriented in a short time. It is about skills development.

The structured process:

1. Get to know. Do trust-building. Find common ground.
2. Set a direction: goals, commitment, learning contract.
3. Strengthen the ties. Hear, ask, review and get and give feedback.

It is a fluid structured process.

A mentor is a sounding board or mirror of your thoughts. Stay committed but make it self-directed for a coachee.

On Linkedin, Mastodon, Twitter and global communities of practice, you can find mentors.

Consider reverse mentoring, especially with people younger than yourself. It is about your experience, not your age. The focus is on strength building.

Mentoring & Connected Coaching

This podcast episode with Taruna and my notes make me resurface an insight from an oldie on business education for all:

“But I think the real opportunity for self-driven learning is in the ‘C’ bit of MOOC, ‘c’ for conversation and connecting as well as courses.

It is also in the ‘M’ bit. My vision is for Mentored Open Online Conversations supported by mentors, coaches, facilitators and — most importantly — each other.

“This is why I think that social network technologies are so full of possibility for Mentored Open Online Conversations — it is a practical, timely, socially-engaging, supportive, reassuring and challenging way to learn.

And it is all possible.Anne Marie Rattray

Connected Coaching

Onwards to connected mentoring and connected coaching.

“Unlike courses, workshops, or conferences, coaching is completely focused on your needs. Particular areas of focus are any of the various topics discussed here, such as:

  • Networked management & leadership

  • Nurturing a learning organization

  • Finding communities of practice

  • Knowledge networks

  • Personal knowledge mastery

  • Social learning strategy” – @hjarche

I still believe that coaching is an activity that humans can do, mostly. I wonder if it can be done by humans and machines, though.

I discovered lately via the startup’s Station F ecosystem that there is now an HRTech platform for coaching executives: The Place to Coach. It combines ‘algorithms and humanity’. The platform intend to help you find the right certified coach to develop your leadership and be connected to your purpose as an executive of a large corporation, a business school or a public institution.

I still believe that coaching is a human-centred activity and will still be with using machines for doing so.

How do we become leaders of ourselves to lead a project or an organisation?

How do we take responsibility or ownership of that?

How do we move from command and control, to obedience, and encouraging and supporting people in their work and learning journey?

How do we foster a culture of continuous peer feedback, iterations and improvements?

Mentoring & Future Skills

Did you enjoy the post? Check out Future Skills.

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