Be More Loyal to Your Mentee


All too often, mentoring can become just another task on your to-do list.

But mentoring requires developing a genuine rapport. Studies show that even the best-designed mentoring programs are no substitute for an authentic, collegial relationship between mentor and mentee. You need a baseline chemistry with your mentee, and you must have their best interests at heart — even if those interests aren’t the same as the company’s.

Of course, it would be great if your mentee wanted to sustain a long career at your organization, but it’s more important to help them discover their strengths and passions and the best place to apply both. When counseling your mentee on career decisions, encourage them to find their calling whether it’s at your company or somewhere else.

This is the best way to inspire commitment.

Adapted from “What the Best Mentors Do,” by Anthony K. Tjan

MENTOR 2

Curated by Trevor Lee

http://www.ep-i.net

@trevorblee

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Leadership Presence


Increasing your Leadership Presence involves complex, interrelated factors.

  1. Identify and clarify your vision of the future, not only for yourself but for those you lead, or want to lead. Document your vision (in writing!) and then communicate it in a way that inspires people to follow it.

  2. Consider how you appear to others. Start with your appearance, but give more than a passing glance at your inner self and soul (or whatever you call that intangible part of you that projects your values.) Do something to improve at least one of the above, every day.

  3. Get some practice in leaving decisions to other people, especially to those who really want to contribute in the way that decision-making requires. (This sounds easier than it is. People who want to lead generally like to be in control.)

Leadership Presence is a path, not a destination.

LEADERSHIP PRES 1

Curated by Trevor Lee
tblee@ep-i.net
http://www.ep-i.net
@trevorblee

 

To Motivate Your Employees …


It’s not always easy to get the most from your employees.

If you’re struggling to inspire the people on your team, look to your past.

Think about your own experience and what motivated you when you were in the lower levels of a company.

Who was the best boss you ever had?

What did that person do to make you want to perform at your best?

Reflect on what made your boss’s motivational strategies so effective for you.

What specifically did they do to earn your trust and admiration?

Now think about how you can apply those lessons to your own team. Which motivational tools will work for them?

Be fearless in examining your own behavior and curious about how your employees respond to you. Re-purpose your favorite boss’s techniques and make them your own.

Adapted from “Motivating People Starts with Having the Right Attitude,” by Monique Valcour

MOTIVATE 1

Curated by Trevor Lee

@trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

Choose Your Mentee Carefully


When you agree to mentor someone, you’re trading away hours that you could use to pursue your own career goals and spending them on someone else’s.

You don’t want to waste your time, so choose a mentee who you’ll be eager to invest in.

  • Assess potential mentees for curiosity, organization, efficiency, and engagement.

  • Ask candidates to prepare a presentation in their area of expertise, or to join you on a sales call or strategy offsite and then write up their observations.

This will give you a good sense of their thinking process, communication skills, and level of interest.

If they don’t complete the assignment, don’t be annoyed. Instead, breathe a sigh of relief that you avoided taking on an uncommitted protégé.

Adapted from “6 Things Every Mentor Should Do,”
by Vineet Chopra and Sanjay Saint

MENTOR 3

Curated by Trevor Lee

https://www.linkedin.com/in/trevorblee

http://www.ep-i.net

http:/www.ceoworldwide.com

@trevorblee

Pursue a Second Career — Without Having to Leave Your First One


Do you dream about changing careers but worry that the costs of switching are too high — and that the possibility of success seems too remote?

Instead of plugging away in your current job, unfulfilled and slowly burning out, do both: Keep your current job while pursuing your new career.

You don’t have to forgo sleep if you can find ways to enhance your existing role with your new pursuit.

For example, if you’re interested in becoming a public speaker, look for ways to build your presentation skills within your current company.

Volunteer to take on the next company-wide presentation or join a panel at a conference.

When you follow your curiosities, you’re more likely to feel fulfilled in life — and to be more satisfied in all of your roles.

Adapted from “Why You Should Have (at Least) Two Careers,” by Kabir Sehgal

LEADERSHIP PRES 1

Curated by Trevor Lee

https://www.linkedin.com/in/trevorblee

http://www.ep-i.net

http://www.ceo-worldwide.com

@trevorblee

Balance Your E.I. Skills


Having emotional intelligence, often referred to as EI, is an important part of being a stronger, more effective leader.

But too many people assume that it’s all about being sweet and chipper. Sure, some EI competencies are related to sociability, sensitivity, and likeability, but others are connected to leadership skills like achievement, influence, and conflict management.

The key is to have a balance.

If you’re strong in some of the softer, emotional skills, then focus on honing skills like giving unpleasant feedback. For example, rather than using your EI to smooth over interactions with a co-worker who is overbearing and abrasive, work on bringing up the issue to your colleague directly, drawing on conflict management to give direct feedback and on emotional self-control to keep your reactivity at bay.

Adapted from “Emotional Intelligence Has 12 Elements. Which Do You Need to Work On?”
by Daniel Goleman and Richard E. Boyatzis

EI 3

Trevor Lee

tblee@ceo-worldwide.com

http://www.ceo-worldwide.com

@trevorblee

Encourage Collaboration – Make It Easier


Collaboration takes time and resources. So if you want people to work together, you have to make it as easy as possible.

For example, you can use simple, off-the-shelf tools like Dropbox and Skype to help people share and communicate. (Be sure that any programs you use work seamlessly with your IT system.)

If some of your employees aren’t confident with the technology, pair them with someone who is. People are much more likely to adopt a new technology if they have someone they can turn to for help, rather than learning it on their own or relying on an IT hotline.

And for major collaboration projects, consider assigning co-leaders who can shoulder the administrative burdens.

Adapted from “How to Get People to Collaborate When You Don’t Control Their Salary,”
by Heidi K. Gardner

MIDDLE

Trevor Lee

tblee@ceo-worldwide.com

http://www.ceo-worldwide.com

@trevorblee