Heather Clarke-Peckerman, CEO of Stratengy to Speak at NADONA’s 2016 National Conference

The National Association of Directors of Nursing Administration in Long Term Care (NADONA/LTC) announced Heather Clarke-Peckerman, CEO of Stratengy, to present at their 29th annual National Conference. Peckerman will address “Getting to the Core: Vital Leadership Skills to Nurse Yourself Back to Health.” The conference will take place June 24-29, 2016 in Austin, TX.

NADONA/LTC has been the leading advocate and educational organization for DONs, ADONs and nurses in long-term care since 1986.  With 30 state chapters, it continues to be the largest organization representing nurses working in long-term care settings. NADONA/LTC reaches approximately 20,000 nurses who are employed in long-term care.

The JOY of Losing Your Job…HOPE Beyond Blood, Sweat and Tears

by: Christina DeOliveira, CEO of Performance Continuum, Certified Professional Coach, author of The JOY of Losing Your Job

Could losing your job actually be the best thing that ever happened to you?

When you’re downsized, it’s easy to sink into despair; it can feel like the bottom has fallen out of your entire life. But the reality is, when you’re freed from the shackles of the 9-to-5 grind, you suddenly have the opportunity to find a future that’s genuinely fulfilling – a future that can bring you a sky-high level of satisfaction that can last a lifetime.

In The JOY of Losing Your Job, CEO and Certified Professional Coach Christina DeOliveira brings you the touching, inspirational and uplifting stories of some special people who toughed out their terminations and pursued the life dreams that up until then had been beyond their reach. Through their moving first person accounts, you’ll discover how each of them transformed their life, discovered their true purpose and came to realize that being “let go” allowed them to let go of a stifling lifestyle that prevented the development of their full potential.

More importantly, their stories will provide you with the eye-opening life lessons they learned the hard way while struggling to regain their professional footing. You’ll see for yourself how these simple but powerful insights took them to the next level – and how they can do the same for you.

The JOY of Losing Your Job also provides you with access to a wide array of resources to help you if you’re going through your own difficult career transition, including Virtual Learning programs, the author’s favorite affirmations, useful books, and recommended support organizations and networks as well as a series of career questions that can help you hone in on what you really want out of your professional life.

Getting fired doesn’t have to be the end of the world. Instead, it can signal the beginning of an exciting new life journey, a journey that can bring happiness, fulfillment and a real sense of purpose in its wake. You don’t have to be laid off to appreciate The JOY of Losing Your Job and find HOPE Beyond Blood, Sweat and Tears – because its pages offer timeless and transformative wisdom to anyone who’s ready to make miraculous change in their life.

For more information on Christina and her work, go to: www.performancecontinuum.com

NOTE:

All proceeds from the sale of this book are being donated to:

David’s Gift Scholarship Foundation

David’s Gift Scholarship Foundation was founded in February, 2015, in memory of beloved coach, teacher, husband, son and brother, David DeOliveira who tragically succumbed to brain cancer in 2011. It is an academic foundation dedicated to helping deserving high school seniors with financial needs from East Side High School in Newark, New Jersey, by providing them with scholarships to continue their educations beyond high school. The intention is to help these deserving scholars achieve their career goals, an objective with the added benefit of bettering the community at large.

For information go to:  wwww.davids-gift.org

Investing in Your Employees: 3 proven strategies that make a difference to your bottom line

Is your company struggling with low employee engagement? Do your numbers show a decline in productivity and overall company profits? Unfortunately, this is a common occurrence in businesses across the US and many Human Resource leaders like yourself are wondering what they can do to make a difference and question if there is a solution.

The good news is there is a solution and one backed by research. In fact, in preparing this blog, I came across an interesting 2015 article in Forbes magazine written by contributor Jack Zenger. In the piece, he talked about a banking industry study he and his partner conducted that included 360-degree assessments of leadership competencies and the related effectiveness of a leader. Their conclusion was that as expected, poor leaders lost money but more significantly, they discovered that exceptional leaders can more than double company profits over 90% of their counterparts.

Wouldn’t you like to be the one to help your company double their profits? The next obvious question is how?

First, I’d like to suggest that change occurs in the development of your team. Managers must engage their workforce and foster an environment of attitude and commitment throughout the ranks.  Once a cohesive team is built, creative ideas begin formation and individuals forge a commitment to their companies and desire to perform to their highest levels of production. I believe this to be true as I’ve seen first-hand through the hundreds of leadership development programs Stratengy has presented to organizations, the difference investing in your teams will make.

So how do you begin developing your employees? It starts with your onboarding program. A great start makes for a successful relationship. Make an impact by welcoming your employees. Provide them with an orientation that makes them feel a part of the team from day one. Give them a full overview of the company including its structure, mission, vision and values. Let them know you value their input and help them understand their role within the organization.

Your managerial team also holds a lot of responsibility for team development. But as we know, resources are often stretched and time is limited, especially in larger organizations. Given these facts, how can managers make a difference? One of the best strategies is to incorporate leadership trainings and champion those in attendance to be the messenger. Teach them the core competencies and deploy them as knowledgeable team leaders to share what they’ve learned to their co-workers. Sponsor mini meetings focused on specific topics. Use the power in the numbers to reach more rather than requiring a select few to do the job. Not only will you train wider and faster, but you will empower your entire team to take ownership and believe in their skills and abilities to make a difference.

Finally, the beginning of your leadership development should include feedback and open communication. Share the ideas of your team with everyone and solicit input. As you foster an environment of creativity, the morale of your employees will increase. As with my clients, I’m confident you will see engagement numbers increase, productivity rise and overall profits improve.

Want to experience results like these for your company? Contact us today to learn how Stratengy can work with your Human Resources department to launch programs within your organization that will align with your remaining 2016 goals and help you end the year stronger than in years past. We look forward to helping you make a difference.

 

Much Success,

Heather

STRATENGY is a consulting organization that provides innovative strategies for tackling common business challenges. We provide full-service coaching, consulting, assessments, and training in the realm of leadership development and employee engagement. By simulating real-world challenges, we transform people and organizations resulting in powerful growth culturally and financially. Stratengy focuses on the personalization of strategy, helping individuals and organization to differentiate themselves from their competition and maximizing business results.

How HR Directors Employ a Team of Rock Stars

As an HR Director, what keeps you up at night? Is it retention? Employee Development? Payroll? Maybe even the need to create a synergistic team or teams within your organization? HR has a lot of responsibility to make a company run like clockwork and it isn’t easy coming up with the solutions necessary to fix each and every one of your departmental challenges.

I recently saw some statistics on a blog post I came across from a company called Access Development. In it they cited a few numbers that I’ve seen before but in developing this week’s blog, decided they were worth another look.  The post mentioned that:

  • $11 billion is lost annually due to employee turnover (Bloomberg BNA).
  • The cost of replacing an entry level employee is an estimated 30-50% of their annual salary (ERE Media).
  • Replacing mid-level employees will cost you an estimated 150% of their annual salary (ERE Media).
  • And the impact of replacing a high-level or highly specialized employees is an whopping 400% of their annual salary (ERE Media).

Folks, these are not easy numbers to digest when you consider the yearly Gallup poll results show that 70% of employees are disengaged. If just 2% of a 500-person company were to turn over and you and your team had to recruit, hire and train these new employees, this would result in a cost of $150,000 on the low end based on an average $50,000 salary. What is your annual attrition rate? And your average salary? Do the math and I think we all realize that the best approach is to keep those employees.

But what is the best strategy to keeping employees happy. First, I believe you have to truly be in tune with the wants and needs of your company workers. One of the best ways I’ve found is to ask. Many companies I work with conduct annual employee survey’s containing very direct and sometimes difficult questions designed to open up conversations with managers. These answers also often lead to key changes in your company policies, procedures and overall benefits.

Next to asking your employees how they feel and analyzing key factors such as engagement, productivity and morale, I believe investing in their development is key to the success of your company. For a fraction of your turn-over costs, wouldn’t it be prudent to provide training, education and one on one support to those that work daily to increase the bottom line? If you could save your company hundreds of thousands of dollars annually, wouldn’t it be worth the effort?

At Stratengy, we work with companies to develop their talent and make them rising stars rather than castaways on a deflating life raft. Our partnerships with Fortune 500 companies in various industries including technology, manufacturing, healthcare have found the key to their successes by working to develop the talent and resources already at their disposal. We have worked with these organizations to train on topics such as:

  • Understanding the Human Factor
  • Understanding perceptions and changing your paradigm
  • Developing critical thinking skills
  • Understanding your Emotional Intelligence Quotient
  • What do your customers really want?
  • How to create an engaged workforce
  • Catabolic vs. Anabolic Leadership

These are just a sampling of the group and individual training we can offer. I invite you to learn more about improving your bottom line, reducing turn-over and employing a team of rock stars. Contact us today at info@stratengy.com and follow up on Facebook and connect with me on LinkedIn.

Much Success,

Heather

3 Proven Leadership Development Strategies That Make a Difference to Your Bottom Line

Is your company struggling with low employee engagement? Do your numbers show a decline in productivity and overall company profits? Unfortunately, this is a common occurrence in businesses across the United States. Many Human Resource leaders, like yourself, are wondering what they can do to make a difference, and question if there is a solution.

The good news is that there is a solution that has been backed up by research. In fact, in preparing this blog, I came across an interesting 2015 article in Forbes magazine, written by contributor Jack Zenger. In the article, he talked about a banking industry study he and his partner conducted that included 360-degree assessments of leadership competencies and the related effectiveness of a leader. Their conclusion was, as expected, that poor leaders lost money the most significantly for the company. However, they discovered that exceptional leaders can more than double company profits, over 90% of their counterparts.

Wouldn’t you like to be the one to help your company double their profits? The question is, how?

First, I’d like to suggest that change occurs in the leadership development of your team. Managers must engage their workforce and foster an environment of attitude and commitment throughout the ranks.  Once a cohesive team is built, creative ideas begin forming and individuals forge a commitment to their companies and desire to perform to their highest levels of production. I believe this to be true. I’ve seen first-hand ,through the hundreds of leadership development programs Stratengy has presented to organizations, the difference it makes when you invest in your team.

So, how do you, as a leader, begin developing your employees? It all starts with your onboarding program. A great start makes for a successful relationship. Make an impact by welcoming your employees. Provide them with an orientation that makes them feel a part of the team from day one. Give them a full overview of the company, including its: structure, mission, vision and values. Let them know you value their input and help them understand their role within the organization.

Your managerial team also holds a lot of responsibility for team development. But, as we know, resources are often stretched and time is limited, especially in larger organizations. Given these facts, how can managers make a difference? One of the best strategies is to incorporate leadership trainings and champion those in attendance to be the messenger. Teach them the core competencies and deploy them as knowledgeable team leaders to share what they’ve learned to their co-workers. Sponsor mini meetings focused on specific topics. Use the power in numbers to reach more, rather than requiring a select few to do the job. Not only will you train wider and faster, but you will empower your entire team to take ownership and believe in their skills and abilities to make a difference.

Finally, the beginning of your leadership development should include feedback and open communication. Share the ideas of your team with everyone and solicit input. As you foster an environment of creativity, the morale of your employees will increase. As with my clients, I’m confident you will see engagement numbers increase, productivity rise, and overall profits improve.

Want to experience results like these for your company? Contact us today to learn how Stratengy can work with your Human Resources department to launch programs within your organization that will align with your remaining 2016 goals, and help you end the year stronger than in years past. We look forward to helping you make a difference!

 

Much Success,

Heather

 

STRATENGY is a consulting organization that provides innovative strategies for tackling common business challenges. We provide full-service coaching, consulting, assessments, and training in the realm of leadership development and employee engagement. By simulating real-world challenges, we transform people and organizations resulting in powerful growth culturally and financially. Stratengy focuses on the personalization of strategy, helping individuals and organizations to differentiate themselves from their competition, and maximizing business results.

Seasons of Change: 3 Business Management Coaching Initiatives

The saying goes, “April showers bring May flowers.” Just as the snow covered fields give way to the warmth and growth of new crops and beautiful flowers, so can the change within your organization. Because we are living and evolving beings, we have the opportunity each day to improve, grow, develop and make a difference to those around us. All that is needed is the commitment to try and to seek out opportunities to help achieve the new trajectory we put ourselves on. Let’s explore 3 business management coaching initiatives you can take in order to experience a Season of Change within your company and your team.

Employee Engagement. In the past I’ve reported statistics from Gallup that indicated Employee Engagement is suffering. Only an estimated 30% of employees reported satisfaction or happiness in their current careers. The remaining 70% of employees reported that they are disengaged and unhappy in their positions. We, in management and leadership, have an opportunity to make a change. With encouragement, career development and training, you can make rising stars out of what appears to be a lackluster and non-producing workforce. In fact, the other day I was working with a sales manager, whom inherited a team of ineffective account managers. After conducting one-on-one meetings and interviews with each employee, he began to see patterns amongst the team and was able to devise a list of problem areas to review. He developed a training program that addressed each of these lacking areas, and established an incentive program that rewarded corrected behaviors. He proved to his new staff that he cared about them individually, and as a team, and demonstrated change to improve what had been a dreary and cold season. Within two years, he moved his team from the bottom of the sales ranking to a top ten position within all departments across the board for his national company. If you were to make a change and invest in your team, what would the picture look like for you in two years?

Leadership Development. Sometimes, all we need in order to bloom is a little encouragement. I’m sure if you gave some thought to those on your team, you will find that you already have a few budding leaders ready to spread their wings and fly. All they need is a little support and direction. Consider your staff and look for opportunities to help them help you. Together, create a plan for leadership development. Look for situations in which you can assign an employee as lead project manager, and support them with the guidance and tools necessary to test their leadership abilities and gain new skills and techniques.

Education. If you are familiar with this blog, by now you probably know that I am a huge supporter of education and knowledge management. With training programs, local college classes, webinars, industry journals and courses such as, “Stratengy’s Leadership Academy,” there is a plethora of opportunities you and your team can tap in to in your quest for excellence. Check out the list of courses available through our coaching programs here.

These are just a few of the areas you might consider to make a change in how you, and your team, weather storms or seasonal changes in your organization. At Stratengy, we help teams daily through coaching sessions, seminars, workshops and yearlong programs customized to help you achieve your corporate goals. Contact us today at info@stratengy.com for your complimentary strategy session and let’s explore how we can take your team to a new level and experience your own season of change.

All the best,

Heather

STRATENGY is a consulting organization that provides innovative strategies for tackling common business challenges. We provide full-service coaching, consulting, assessments, and training in the realm of leadership development and employee engagement. By simulating real-world challenges, we transform people and organizations resulting in powerful growth culturally and financially. Stratengy focuses on the personalization of strategy, helping individuals and organization to differentiate themselves from their competition, and maximizing business results.

5 Business Leadership Academy Strategies to Build Effective Business Leaders

Are you looking to develop more leaders within your team? Would you like to identify talent for future business leadership responsibilities? Today, I want to address what leadership development is, how you can prepare for it, as well as give you some strategies directly from the coaching programs of our Leadership Academy program.

If you were to evaluate your team, would you be able to quickly assess individuals that had the potential to become outstanding and effective business leaders? Are you aware of your corporate goals? Do you have a plan in place to encourage employee growth? In order to develop an effective leadership program, I recommend the following:

  1. Conduct an analysis of your business. What are your goals and where does your organization currently perform in relation to your overall goals? Once you have identified this, review your opportunities, strengths and challenges.
  2. Next, make a list of the skills and abilities that your team possesses that improves your business goals beyond expectations. This will become a working list to help you identify future leaders within your organization.
  3. Create opportunities to discuss quality improvement, and foster an environment where employees are free to express their thoughts and offer solutions for change and innovation. During opportunities such as: brainstorming sessions, weekly meetings, assessments, and product or service reviews, pay attention to those individuals that stand out. The individuals that take the opportunity to speak up, share, and suggest improvements. These employees will most likely be candidates for your team and project leaders.
  4. Ask what your team wants. It seems simple, but I’m always amazed by the managers I work with and how many do not know what their reports want. They have never taken the time to discuss a growth path, and many times, they do not have an understanding of what abilities their team offers and what they wish to contribute through their jobs. It is distinctly possible that you could be compromised of several key people with strengths and abilities just waiting to be discovered. Consider talking with your individual team members on a one-on-one basis. Ask them what goals they have within their jobs? What skills do they feel have not been tapped into? How would they like to see their skills developed and their talent utilized? Often times, just by asking, you will uncover hidden gems that will prove to be the keys to growth and success for your team.
  5. Establish trust. One of the best ways that I have found to identify key talent is to develop a team and organization built on trust. When your staff feels trusted, rewarded and valued for their ideas, contributions and change initiatives, they will step up to the plate to do more and be more.

At Stratengy, we specialize in leadership development. Our team offers a Leadership Academy that will help you and your employees develop expertise in areas such as:

  • Working with others.
  • Understanding silent messaging that speaks volumes.
  • Your personal Emotional Intelligence quotient. What it means and how to use it for success.
  • How to develop critical thinking skills.
  • Strategies for motivating your team.
  • Overcoming resistance.

For a more detailed list of course options, please check out this link. (http://www.stratengy.com/corporate-solutions/leadership-academy-overview/leadership-academy-courses/). At Stratengy, our expertise is in the results we produce to help you and your team grow, learn and excel. Contact us today for an initial consultation and check out our tips, additional blogs, and motivating posts on our website, Facebook, LinkedIn and Twitter pages.

Much Success,

Heather

 

STRATENGY is a consulting organization that provides innovative strategies for tackling common business challenges. We provide full-service coaching, consulting, assessments, and training in the realm of leadership development and employee engagement. By simulating real-world challenges, we transform people and organizations resulting in powerful growth culturally and financially. Stratengy focuses on the personalization of strategy, helping individuals and organization to differentiate themselves from their competition and maximizing business results.

Using Emotional Intelligence to Deal With Unplanned Surprises

Most of us like to have our lives in order and a routine to follow. We like our days to move along with ease and generally as planned. But, from time to time, that peace is upset and the preverbal apple cart is overturned. It has happened to all of us. Our day is going just like we wanted. With a coffee in hand, we made it to the office jovially singing our new favorite song on the radio and improving our already great mood. And then it happens. You walk in the door and it is chaos. Your assistant or co-workers are extremely stressed and the feeling in the air is one of dread. You don’t yet know what has happened, but you know it isn’t good and you better prepare.

When this happens, what do you do? Do you turn around and run for cover, or face the situation head on? I’ve talked recently about using Emotional Intelligence to help you with your career advancement and supervisory skills. And, in my opinion, there is no better time to use Emotional Intelligence than in dealing with a surprise.

What is Emotional Intelligence?

For those of you that may not be familiar, Emotional Intelligence, or EI, is the ability for you and your peers and staff to recognize your emotions and that of your colleagues. As described in a previous blog, Emotional Intelligence is the ability to interpret the various responses and feelings expressed and use them as a guide in your thinking and behavioral responses. What better tool to deal with problems than the ability to calmly understand your best approach when everything feels out of sorts?

Understanding Emotional Intelligence and How to Use This Skill as an Effective Leader

When you know and understand your reactions and can anticipate how your team will respond to a negative or stressful situation, you are better equipped to deal with initial reactions and have a ready response plan in place when this occurs. For example, do you already know that Meg in accounting has a tendency to avoid problems but Jeff jumps in head first to tackle a situation? Is Adam a calming personality with the knack for presentations? What about Jill? Maybe she tends to seek facts to better understand issues she faces? Knowing these emotional responses and subsequent skills will help you to approach a well-rounded plan to respond to any crisis or surprise that may occur. In the above examples, effective managers will reassure Meg, assign Adam as the point person to speak on behalf of the organization as a PR representative and work with Jeff and Jill to research what has occurred and recommended immediate, short-term and long-term solutions.

If you are familiar with your own Emotional Intelligence patterns, you can be better prepared to be the leader you are required to be when disasters or problems strike. Doesn’t this sound like a much better response than a panic stricken search for solutions with no idea how to proceed? I’ve worked with teams to identify their own Emotional Intelligence scores and have seen great results of teams who have readiness and contingency plans in place. These effective teams are better prepared when issues arise because they are experienced and understand their strengths and weaknesses and how best to work with their colleagues towards solutions and success rather than mayhem.

What about you? How have you experienced Emotional Intelligence and let surprises play out in the workplace?  If you have experience with this, please share your thoughts. If you would like to explore this area further, contact us at info@Stratengy.com. We would be pleased to help your team identify their Emotional Intelligence levels and better understand how to use it to their advantage in the workplace.
Much Success,

Heather

Stratengy provides coaching and training to companies that want to develop a business strategy for long term success. Check out our Corporate Solutions that specifically focus on improving Emotional Intelligence and Employee Morale. We base all of our coaching and training on our Energy Leadership model and have seen incredible results using this as a foundation. We would love the opportunity to earn your business so contact us today for a free consultation.

4 Effective Leadership Strategies to Boost Employee Morale

On February 2nd, 2016 we followed an age old tradition to wait for a small furry creature in anticipation to see its shadow or not. For many, the result determines if they are excited for the coming change in season or if they make plans to hunker down for six more weeks of cold and snowy weather. This reminded me of the 1993 comedy, Groundhog Day, starring Bill Murray. For those of you that may not be familiar with this film, Bill Murray plays a weather man that is sent to cover a story for the fourth time and becomes frustrated. He’s tired of the same old assignment, complains to everyone about his feelings, and in return, Murray’s character wakes every morning living the same day over and over.

Sometimes our employees or even you, the leader of your group, can begin to feel that your work life is just a Groundhog Day sequel. You, or the team, have lost motivation. Perhaps boredom has set in or feelings exist that there is not an opportunity to grow in the current position. When this occurs, what do you do? Many individuals begin to look for another position at another company. The hope is that one will find that the grass is greener on the other side of the fence. Sometimes that does happen. Sometimes it doesn’t. It depends on the core reason for the desire to move on. In some cases, it might be the best to move on, as you or the employee may not be a great fit for the position or the company. However, in other cases, with just a little effort from an effective leader and a willing employee, improvements can be made to boost the employee’s morale.

How to Boost Your Employee’s Morale as an Effective Leader

In the film, Murray eventually begins to look at the repetitive nature of his life for the positive opportunities that existed. He begins to learn new skills and takes the experience for what it was. He looks for and finds the positives and uses that to improve his situation. The same can be done with you as well. If you are the employee, take a look at your circumstance. What is the root cause of your feelings? What have you done to make a change? Do you need to have a discussion with your manager? Will more training or added responsibility increase your satisfaction with your current outlook?

As a leader, you may begin to notice that the morale of a specific employee is changing. This can lead to overall team issues and it is important that you seek a solution immediately and not allow the problem to grow. The following are my recommendations for helping one of your reports:

  1. Schedule a private meeting with the employee. Let them know that you care and that you have noticed they seem to be frustrated with their job or lack of enthusiasm. In general, ask them if there is an issue going on and assure them that they are a valued part of your team and that you are there to help them.
  2. Once you determine the root of the problem, explore with your employee potential options to make a difference. If they are dealing with personal issues and they express this to you, there are many Employee Assistance programs that you can recommend that could be of benefit. If the core issue is work related, explore the root problem further. In many cases, the situation can be remedied by understanding if the situation stems from feeling a lack of support or motivation or interest. As we have discussed in previous blogs, employee engagement is at a staggering low of just an estimated 30 percent of employees reporting they are happy at their workplace.
  3. Occasionally, the employee desires to grow within the company but may be feeling frustrated or lacking in opportunity. Take this seriously and seek to find ways in which your employee can expand their knowledge and potentially take on more responsibility. Invest in training, provide additional opportunities and work together for a better outcome.
  4. Finally, continue to nurture the relationship. It isn’t a one-time action. This is an on-going process. Schedule meetings to check-in on the progress being made. Consider a mentor-ship program and partner your employee with another that is excelling in his or her work.

At Stratengy, we excel in helping teams with leadership development and we would be happy to talk with you about your specific challenges. Follow us on Facebook and LinkedIn for added tips and contact us today to learn more about how we can help you and your team.

Much Success,

Heather

Stratengy provides coaching and training to companies that want to develop a business strategy for long term success. Check out our Corporate Solutions that specifically focus on improving Emotional Intelligence and Employee Morale. We base all of our coaching and training on our Energy Leadership model and have seen incredible results using this as a foundation. We would love the opportunity to earn your business so contact us today for a free consultation.

How to be a Great Mentor and Job Coach

One of my passions is giving back to my community. I enjoy volunteering with various organizations and spend a lot of my non-working time helping with youth initiatives. Through these experiences, one thing I’ve sadly noted is that many people—both young and old alike—lack a role model; someone to mentor them to become the best that they can be and someone who takes an honest interest in them, their strengths and abilities, and their passions.  In my experience, individuals who receive the benefits of another helping to guide them through life, through a particular season in their life, or in their job tend to achieve greatness and go on to return the favor in kind.

What does it mean to be a mentor or job coach?

For those of us that have been on the receiving end of a mentoring guide, it may have resulted in life-changing advice. The same goes for being the mentor. A rewarding experience can be gained by helping to shape or determine the future of another person.  Mentorship begins when we are young; that friend teaching us how to play ball with the others at recess or the teacher that asks you to be their student assistant for the semester, instilling in you the virtues of teamwork, dependability, and commitment. It continues on through your adult years. Perhaps your first job, where a manager saw your potential and took you under his or her wing to “teach you the ropes.” When I think of a mentor or job coach, I think of the following characteristics:

  1. Genuine. A mentor is someone who truly cares about the individual they wish to guide and has true and honest intentions, with no expectations of anything in return.
  2. Patient.  Imparting wisdom to another takes time and, in many situations, repetition in the delivery of information. As they say, patience is a virtue.
  3. Available. Choosing to be a mentor does not mean being accessible when only you are interested. It means being open not only with your time and attention but with your mind as well.
  4. Teacher. The best education can come from someone who has experience and the ability to share with others.  Teaching is another form of communication. Being clear and having the ability to train others in various ways can be an important part of a mentorship.  People learn in various ways and knowing how to get your point across in the best way is key.
  5. Knowledgeable.  A goal of being a great mentor is to share your skills, abilities, and core knowledge with others. Most likely, you have learned from someone who walked before you; a master at their craft.
  6. Vested.  When you believe that your involvement is critical to both you and your student, something interesting happens. You both begin to learn and share with each other and you desire to make a difference. You become invested in the outcome and share in the highs and lows as if they were your own.
  7. Committed. A great mentor is someone who is in the game for the full four quarters. It is someone who shows up when expected. Someone who desires to have a positive outcome and who truly wants to help.
  8. Interested. Finally, a good mentor is someone who is interested in learning, sharing, helping, and making a difference in the lives of others.

Mentorship is a rewarding experience for all involved when the relationship is built on mutual understanding, respect, care, and interest. It can be fun for all involved and make a difference in not only the life of the person you are mentoring but in your life, as well. I encourage you to consider sharing your expertise with someone else, whether as part of a community service or as a job coach.

Make a difference today.
Much success,
Heather

 

Stratengy provides coaching and training to companies that want to develop a business strategy for long term success. Check out our Corporate Solutions that specifically focus on improving Emotional Intelligence and Employee Morale. We base all of our coaching and training on our Energy Leadership model and have seen incredible results using this as a foundation. We would love the opportunity to earn your business so contact us today for a free consultation.