In the Building Supply industry are there mentorship programs? Is it a Family member? Does your lumber yard have any mentors or mentees? Below are some tips from Managers as Mentors: Building Partnerships for Learning by Chip R. Bell, Marshall Goldsmith.
Mentoring on the run requires a few quick tips just to keep the edge honed and the skills sharp. The following quick tips are focused both on the mentor and the protégé. Remember, success comes through a partnership. Mentors need ideas for their side of the relationship just as much as protégés need ideas on the other side.
Tips for Being a Great Protégé
• Select a mentor who can help you be the best you can be, not one you think can help you get a promotion.
• Remember, you can sometimes learn more from people who are different than from people who are “just like you.”
• Get crystal clear on your goals and expectations for a mentoring relationship.
• Communicate your goals and expectations in your first meeting
• Mentoring is about learning, not looking good in front of your mentor. Be yourself and be willing to take risks and experiment with new skills and ideas.
• When your mentor gives you advice or feedback, work hard to hear it as a gift. Just because it may be painful does not mean it is not beneficial.
• If your mentoring relationship is not working like you hoped it would, clearly communicate your concerns to your mentor.
• Great mentoring relationships take two people-a partnership. Look in the mirror before you conclude a poor mentoring relationship is all about your mentor.
• Mentoring relationships are designed to be temporary. When you have met your mentoring goals, be willing to let the relationship end.
Tips for Being a Great Mentor
• Mentoring is about establishing a partnership that helps your protégé learn. It is not about your being an expert or the authority.
• Great mentors foster discovery, they don’t instruct; thought-provoking questions are much more powerful than smart answers.
• Your protégé will learn more if you create a relationship that is safe and comfortable. Be authentic, open, and sincere.
• Your rank or position is your greatest liability-act more like a friend than a boss.
• Great listening comes from genuine curiosity and obvious attentiveness.
• Give feedback with a strong focus on the future, not a heavy rehash of the past.
• Mentoring is not just about what you say in a mentoring session; it is also about how you support your protégé after the session. Focus on helping your protégé transfer learning back to the workplace.
• If your mentoring relationship is not working like you hoped it would, clearly communicate your concerns to your protégé.
• Mentoring relationships are designed to be temporary. When your protégé has met his or her mentoring goals, be willing to let the relationship end.