BEE-attitudes and BEE-haviors.

Now that summer is officially here, I've been seeing lots of bees.  They are busy doing what bees do.  Every bee has a role.  He knows and performs that role without prompting and without fail.  

We as professionals should be as diligent as bees.  Here's what we should strive to BE:

1. BE Highly self-aware—possessing a firm

understanding of both their strengths and

weaknesses

2. BE Uniquely humble—often underestimating

their own abilities to the point that they

seem to lack confidence

3. BE Hungry for feedback—often seeking out

comment and acting on it before it is even

properly offered

4. BE Learning-oriented—quick-moving and  

ultra-motivated, they must often be slowed

down so they can take stock of their actions

5. BE Impatient for results—ruthless in the

pursuit of success, ruthless about helping others                                  www.yourenhance.com

be successful

The event you don't want to miss!

All for one. Mentor for all!

Mentoring programs are a great way to encourage collaboration, promote cross functional learning, build future leaders, and prepare people for advancement. 

Here are some proven strategies and considerations to make  sure your organization's program runs smoothly:

Discuss time commits to mentors and mentees.  Everyone should know expectations of how frequently they will meet, and for how hong.

Explain expected results.  This means all parties involved will know what they are responsible for doing.  And what they should expect their partner to do or provide.  

Invite interested parties to apply for both roles.  Those who want to be mentors can also apply to be mentees.  The best mentors also have mentors. Encourage this. Build life-long learners and pay it forward as well.

Procedures are important.  Cover logistics such as the best places to met, who should initiate the meetings and what kinds of things are appropriate and inappropriate to discuss.   Each meeting, the mentor and mentee should identifying action items and next steps based on those desired results.  

Utilize special interest groups - if your organization has affinity groups, interest groups, or other culture-specific clubs, those are great sources to find mentors, and build mentoring relationship.

Encourage flexibility and use of technology.  Meetings won't always happen face to face, nor do they need to.  Encourage mentors and mentees to meet virtually, and even exchange instant messages.

Evaluate.   Annually, look at desired results identified by mentor and protégé and determine it goals were met. 

Here are a few other important mentoring tips if you are looking for a mentor and wish to be a mentor:

• Have a formal mentor but also find informal relationships.   A protege may have his own manager, tenured colleagues or other influencers as informal mentors.  If someone says "I already have a mentor", that's great!  Still talk to them about the benefits of the formal program.

• Leverage diversity by pairings those who are different.  If a mentor and mentee have very different career paths, family lives,  and past experiences, that can be an invaluable for both of them.  

Learn more about this and other leadership, talent management and performance topics at the leadership essentials conference

www.yourenhance.com