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Casual Articles - Mentoring With A Mission
Expensive? No, it only sounds expensive. Actually executive office space or executive suites are nothing more than generic terms for a type of office space that doesn't require a long-term lease. But it is something you should know about. It can give your new company a successful established image from your first day.Consider this: You will have an office address in a classy building.Your executive office space will be right in the center of a city where the action is.You won't have to buy a single piec
6. Meet With Each Mentor.
Once you have observed each Mentor coaching the employees, sit down with each Mentor individually and come up with a mentoring plan. Each of your Mentors has strengths and opportunities for improvement. Some of your Mentors may not be using inspiring words. Others may not be modeling the desired behaviors. Others may not feel comfortable communicating with employees regarding behaviors that need to change. Communicate with each Mentor what the focus behavior is that you would like to change. Set a time frame for changing that behavior and hold each one accountable for making those changes.<
Combine Your Yellow Page Ad and Web Site for Maximum Profits Dr. Lynella Grant A Yellow Page Ad isn't Enough Any More An unquestioned "must" for any small business has been to run an ad in the Yellow Page Directory. Since most customers were local, that was enough to establish itself as "open for business." The annual Yellow Page ad represents the largest promotional expense for many enterprises. Yet, Yellow Page directory use is declining, while expanding segments of the public don't rely on them at all. Yellow Page advertising costs keep going up, and th
1. Provide A Mentoring Mission Statement.
Just like travelers need a map to know where they are going, Mentors need a mentoring mission statement to know their direction and understand whether they are approaching their destination. Implement this Mentoring Mission Statement so that all of your Mentors know their direction and have a gauge of whether they are all achieving the desired goals:
Mentoring Mission Statement:
"Inspire others to continually strive for higher levels of performance through creative and strategic methods that are always focused to achieving your goals."
2. Expand On The Mission.
Now that you have a mentoring mission statement, you don't want it to be just a sign on the wall. You want to make sure that everyone truly LIVES and BREATHES the mission. Put a standard in place that all of your Mentors spend five minutes at the end of every day evaluating their daily performance as a mentor. They must ask themselves 4 questions:
Was I inspiring?
Was I focused to higher levels of performance?
Was I creative and strategic in my mentoring methods?
Was I focused to achieving the goals of this company?
3. Focus On The Mentors' Behaviors.
What does inspiring mean? If I just tell the mentors to "be inspiring", they may all have a different opinion of what that means. Brainstorm with them on the words and phrases that are inspiring and the actions that are inspiring. Here are some examples:
INSPIRING WORDS AND PHRASES:
"I appreciate your effort on this project."
"I trust your judgment."
"Thank you for your assistance with our new employee."
"I value your feedback on the new process."
INSPIRING ACTIONS:
Model the desired behaviors that you expect.
Make eye contact when speaking.
Greet everyone at the beginning of their shift.
Post your daily results so everyone knows what they are accomplishing.
4. Hold Your Mentors Accountable.
Just like front-line employees are held accountable for doing their job, Mentors must also be held accountable. Once you have the list of inspiring words and actions, be sure to observe their daily communications with the employees to see if they are doing what they are supposed to do. Do you see your Supervisors in their offices all day? Are your Supervisors constantly in meetings? Are Supervisors reading and analyzing reports rather than meeting with employees? Be sure that your Supervisors are spending time with their employees in order to drive change for your business.
5. Spend Time Mentoring Your Mentors.
Watch and listen to your Mentors communicating with your front-line employees. Is the word choice positive and passionate? Is the tone inflected to show enthusiasm? Is the body language positive to show interest and engagement? (Smiling, nodding head, open arms instead of crossed arms, etc.) Are there probing questions being asked to show concern and involvement? These are key behaviors that must be demonstrated in order to be inspiring and help others succeed.
6. Meet With Each Mentor.
Once you have observed each Mentor coaching the employees, sit down with each Mentor individually and come up with a mentoring plan. Each of your Mentors has strengths and opportunities for improvement. Some of your Mentors may not be using inspiring words. Others may not be modeling the desired behaviors. Others may not feel comfortable communicating with employees regarding behaviors that need to change. Communicate with each Mentor what the focus behavior is that you would like to change. Set a time frame for changing that behavior and hold each one accountable for making those changes. The Top Ten Worst Work at Home Scams Part 2
6. Make Lots of Money Taking SurveysYou probably get one of these in your email a week. Sign up for free or for a few of them a fee, and you will soon earn a steady income just filling out surveys. It is true that people used to make money doing this. Not enough to quit there jobs and pay there bills but $30-$100 or more a month. With the influx of people surfing the internet trying to get a buck anywhere they can, this is no longer the case. If it were that easy to make money everyone would quit there jobs and do it and companies wouldn’t be making
2. Expand On The Mission.
Now that you have a mentoring mission statement, you don't want it to be just a sign on the wall. You want to make sure that everyone truly LIVES and BREATHES the mission. Put a standard in place that all of your Mentors spend five minutes at the end of every day evaluating their daily performance as a mentor. They must ask themselves 4 questions:
Was I inspiring?
Was I focused to higher levels of performance?
Was I creative and strategic in my mentoring methods?
Was I focused to achieving the goals of this company?
3. Focus On The Mentors' Behaviors.
What does inspiring mean? If I just tell the mentors to "be inspiring", they may all have a different opinion of what that means. Brainstorm with them on the words and phrases that are inspiring and the actions that are inspiring. Here are some examples:
INSPIRING WORDS AND PHRASES:
"I appreciate your effort on this project."
"I trust your judgment."
"Thank you for your assistance with our new employee."
"I value your feedback on the new process."
INSPIRING ACTIONS:
Model the desired behaviors that you expect.
Make eye contact when speaking.
Greet everyone at the beginning of their shift.
Post your daily results so everyone knows what they are accomplishing.
4. Hold Your Mentors Accountable.
Just like front-line employees are held accountable for doing their job, Mentors must also be held accountable. Once you have the list of inspiring words and actions, be sure to observe their daily communications with the employees to see if they are doing what they are supposed to do. Do you see your Supervisors in their offices all day? Are your Supervisors constantly in meetings? Are Supervisors reading and analyzing reports rather than meeting with employees? Be sure that your Supervisors are spending time with their employees in order to drive change for your business.
5. Spend Time Mentoring Your Mentors.
Watch and listen to your Mentors communicating with your front-line employees. Is the word choice positive and passionate? Is the tone inflected to show enthusiasm? Is the body language positive to show interest and engagement? (Smiling, nodding head, open arms instead of crossed arms, etc.) Are there probing questions being asked to show concern and involvement? These are key behaviors that must be demonstrated in order to be inspiring and help others succeed.
6. Meet With Each Mentor.
Once you have observed each Mentor coaching the employees, sit down with each Mentor individually and come up with a mentoring plan. Each of your Mentors has strengths and opportunities for improvement. Some of your Mentors may not be using inspiring words. Others may not be modeling the desired behaviors. Others may not feel comfortable communicating with employees regarding behaviors that need to change. Communicate with each Mentor what the focus behavior is that you would like to change. Set a time frame for changing that behavior and hold each one accountable for making those changes.<
Starting a restaurant business is more than just having a good recipe. This is a long process that requires a lot of planning and organizing in order to make its launching a success. After looking into the location, business structure, target market, and funds, other expenses should also be considered. One of which is the restaurant equipment and supplies.Restaurant equipment and supplies are one of the biggest expenses that you will incur during start up. Not only that, restaurant equipment and supplies selection is also a complex process since dif
INSPIRING WORDS AND PHRASES:
"I appreciate your effort on this project."
"I trust your judgment."
"Thank you for your assistance with our new employee."
"I value your feedback on the new process."
INSPIRING ACTIONS:
Model the desired behaviors that you expect.
Make eye contact when speaking.
Greet everyone at the beginning of their shift.
Post your daily results so everyone knows what they are accomplishing.
4. Hold Your Mentors Accountable.
Just like front-line employees are held accountable for doing their job, Mentors must also be held accountable. Once you have the list of inspiring words and actions, be sure to observe their daily communications with the employees to see if they are doing what they are supposed to do. Do you see your Supervisors in their offices all day? Are your Supervisors constantly in meetings? Are Supervisors reading and analyzing reports rather than meeting with employees? Be sure that your Supervisors are spending time with their employees in order to drive change for your business.
5. Spend Time Mentoring Your Mentors.
Watch and listen to your Mentors communicating with your front-line employees. Is the word choice positive and passionate? Is the tone inflected to show enthusiasm? Is the body language positive to show interest and engagement? (Smiling, nodding head, open arms instead of crossed arms, etc.) Are there probing questions being asked to show concern and involvement? These are key behaviors that must be demonstrated in order to be inspiring and help others succeed.
6. Meet With Each Mentor.
Once you have observed each Mentor coaching the employees, sit down with each Mentor individually and come up with a mentoring plan. Each of your Mentors has strengths and opportunities for improvement. Some of your Mentors may not be using inspiring words. Others may not be modeling the desired behaviors. Others may not feel comfortable communicating with employees regarding behaviors that need to change. Communicate with each Mentor what the focus behavior is that you would like to change. Set a time frame for changing that behavior and hold each one accountable for making those changes.<
We’ve all been there, last minute meeting and no meeting space, new project and no desks for the team… finding extra office space is a nightmare. There are endless business centres to turn to, and what should be a simple job ends up taking day after day of your valuable time. That’s where using an office finding service can help.Similar to how you use a comparative online service, like Kelkoo to compare costs when shopping for books, CDs, travel, computing etc., an office finding service will find you suitable office premises just by making one phon
5. Spend Time Mentoring Your Mentors.
Watch and listen to your Mentors communicating with your front-line employees. Is the word choice positive and passionate? Is the tone inflected to show enthusiasm? Is the body language positive to show interest and engagement? (Smiling, nodding head, open arms instead of crossed arms, etc.) Are there probing questions being asked to show concern and involvement? These are key behaviors that must be demonstrated in order to be inspiring and help others succeed.
6. Meet With Each Mentor.
Once you have observed each Mentor coaching the employees, sit down with each Mentor individually and come up with a mentoring plan. Each of your Mentors has strengths and opportunities for improvement. Some of your Mentors may not be using inspiring words. Others may not be modeling the desired behaviors. Others may not feel comfortable communicating with employees regarding behaviors that need to change. Communicate with each Mentor what the focus behavior is that you would like to change. Set a time frame for changing that behavior and hold each one accountable for making those changes.<
When it comes to personality profiling, the human development industry has countless tests and assessments from which to choose. These instruments may differ greatly on the surface - in the number and names of the archetypes each model advocates and the method through which a person's type is determined. But at their core, they are all attempting to accomplish the same objective: divide humanity into a manageable number of types and describe each type as a set of distinct and demonstrable characteristics. These "psychometric" instruments are designed t
6. Meet With Each Mentor.
Once you have observed each Mentor coaching the employees, sit down with each Mentor individually and come up with a mentoring plan. Each of your Mentors has strengths and opportunities for improvement. Some of your Mentors may not be using inspiring words. Others may not be modeling the desired behaviors. Others may not feel comfortable communicating with employees regarding behaviors that need to change. Communicate with each Mentor what the focus behavior is that you would like to change. Set a time frame for changing that behavior and hold each one accountable for making those changes.
The success of your business is hinging on the skills of your Mentors. If your front-line Supervisors are simply checking time sheets, participating in meetings or reading reports, you are not gaining the greatest return on investment from your Mentors. Your Mentors are the key to driving change in your business. Help you Mentors to learn how to mentor with the mission of driving change and producing higher performance!
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