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Teams365 Blog

Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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#teams365 #3046 Flashback: Mentoring – Four Essential Elements

5/6/2022

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Article by Jennifer Britton, Potentials Realized | Mentor Roadmap

©Jennifer Britton 2014, All Rights Reserved

Mentoring plays a key role in the development of talent within organizations, and is often overlooked or underutilized. Increasingly organizations are viewing it as an important part of their succession and talent management process, in addition to being a useful approach during onboarding. While many mentoring programs focus on growing the next generation of leaders, mentoring programs can also support career transition across industries and diversity initiatives within organization. Mentoring plays an important role in building relationships across and organization and/or industry.

Throughout the mentoring relationship mentors provide opportunities for the protégé to learn based on real life experiences. A powerful tool for understanding organizational culture. Mentors also help protégés understand really how things get done, and the politics in an organization. Mentors can be a powerful, and positive, person in your network.  How might mentoring benefit your organization?

As you start to establish mentoring within your organization and formalize a mentoring process, there are several areas you will want to consider. These include:

Clarify the roles and responsibilities of mentors and mentees/protégés - In successful mentoring relationships expectations are clear. The roles and responsibilities of both the mentor and mentee are discussed at the start of the mentoring conversation. Pairings know who will be initiating meetings, and what type of support each party wants and can provide to the other. Mentoring can benefit from a clearly defined start and end to the process. Early on create expectations round how frequently partners should meet for. As part of the process of mentoring it can be useful to hold a short kick-off session, which may also involve some training and expectation setting for the wider group of mentors and protégés.

Have mentees set the goals - Having two or three specific goal areas in focus helps to structure the mentoring conversation. Mentees should spend time at the start of the process to identify and share with the mentor key areas they would like support in. It will also be useful to have the portage set the agenda each conversation. Some mentors may ask protégés to email focus areas few days before the session, whereas others may be more comfortable addressing the mentees needs in the moment.

The life cycle of the mentoring relationship has several distinct phases. In the first meeting, mentors and mentees will want to share more about their background, and their expectations for mentoring process. At this time is also very useful to identify together when, where and how you will meet. Be clear with each other on what’s going to work best for both of you. Some compromise and flexibility may be required on both of your parts. Another alternative may be to schedule some of your meetings by phone or skype, particularly if you are situated in different offices or geographic locations.  Discussion around topics such as confidentiality is also important as the mentor will likely be sharing real examples based on their experience.

As you get to know each other and connections progress, check in around what’s working well with the mentoring relationship and what is not. It is important to be honest and frank with each other, particularly if expectations are not aligned.

As the mentoring relationship comes to a close, build in time to have the mentee identify their learning from the process. We often say that mentoring is a two-way street and hopefully mentors will learn as much from their experience as well. As a mentor, consider what your greatest learning has been throughout your conversations. At the end of a mentoring process in your organization it can be useful to bring mentors and mentees together, even virtually, for the sharing of lessons learned, best practices and other evaluation feedback. This can feed forward into the next cohort of mentoring conversations. Several of the protégés may opt to become a mentor in future program rounds.

Core Skills in the Mentoring Process

There are several skill sets which enhance the mentoring process. As a mentor, lead with core skills such as listening and powerful questions. Mentoring is not just about sharing your experience, it is also about supporting the mentee with new insights and perspectives around their work. Listen closely for what they need. Do not assume you know.

Mentoring is a conversation to support the mentee in also identifying what they know and where they want to go.  In asking questions it is often useful to lead with a WHAT? For example, “What’s another perspective around that ?”OR “What did you learn from that experience?”. WHAT questions invite conversation and dialogue, whereas WHY questions may put people on the defensive, and HOW questions often lead us into process and thinking about how things are done.

Other core skills which mentors may use include sharing observations and providing feedback. Sometimes mentees may also want you to be an accountability partner.  Others may want to be acknowledged. Ask what they would like from the mentoring process and what role they would like you to play. Finally inquire about the approaches they would like you to incorporate - providing stories, leading you to resources, providing links to best practices.

In closing, successful mentoring partnerships benefit both the mentor and mentee. It is an underutilized approach for growth and development. Consider how you can expand mentoring within your organization or industry.

Enjoy your conversations,
Jennifer

About the Author

Jennifer Britton, MES, PCC, CPT is the founder of Potentials Realized, a performance improvement company focusing on leadership development, teamwork, and coaching skills training. We have designed award winning mentor programs, and provide Mentor Program Support and Training through the Mentor RoadMap ™ . Jennifer  is the author of Effective Group Coaching (Wiley, 2009) and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013). For more information about mentoring skills training and support contact Jennifer Britton at (416)996-8326. You can visit us online at Potentials Realized.com which includes the Teams365 blog for Leaders, and the MentorRoadMap.com.  You can email us at info@potentialsrealized.com.
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials 
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
 
Check out my TEDx talk
 
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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TEAMS365 #2214 – Team Essential – Building Trust

1/22/2020

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A large part of the conversations I have directly with team or with leaders is around trust. This seems to be one of the most significant issues in organizations today, helping or hindering what gets done.

As we wrap up to the 20 for 20 series, I want to put some further attention around some of the Team Essentials. These are things that we will want to return back to and explore further with those we work with – even if we work remote. In fact, trust can become an even more important issue for those working in the remote space. It’s our trust levels that often go hand in hand with our sense of connection. When working remote, that sense of connection can have significant impact on our motivation, engagement and even ability to show up and do great work, day in and day out. If we don’t trust, or even know, those in our team, it’s hard to collaborate. This will ultimately have an impact on outcomes and results.

What are the different ways we can build trust? I like to go back to the basics. Trust is seen through behaviors we undertake and choose to share. It includes the things that can seem mundane like:
  • Showing up
  • Being prepared
  • Following through on what we say we will
  • Providing feedback (about what’s working, and when its not!)
  • Communicating
  • Inquiring/asking questions

There are several excellent models around trust that teams may want to explore. Two that I have continued to point to include:
  • Reina and Reina’s model around trust – Check out some of their writing here.
  • Stephen Covey’s books around Smart Trust and the Speed of Trust 

​What are the books and resources you recommend around trust? Are there any podcasts or other resources you go-to on a regular basis?

Enjoy the conversation,
Jennifer
​Jennifer Britton
Potentials Realized | Coaching Team Leaders | Remote Pathways Podcast
Team and Leadership Development | Coaching | Writing 
Phone (416)996-8326
 
As we step into the start of the year, get your planning on with the PlanDoTrack Workbook and Planner or Coaching Business Builder
Looking to enhance your virtual conversations? Webinars? Pick up a copy of Effective Virtual Conversations at Amazon.

Winter 2019 programs start this week including the Coaching Biz Growth Lab (an annual focus on coaching business development), GroupCoachingEssentials (8.75 CCEs), the Advanced Group and Team Coaching Practicum (10 CCEs) and the Virtual Facilitation Essentials program (8.5 CCEs) - geared to support you in creating more exceptional virtual conversations. Finally the Mentor Coaching Group for Winter 2020 will begin - aimed at coaches who are working towards their ACC, PCC or renewing.
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#TEAMS365 #1970 – Team Building Tip 237

5/23/2019

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This week’s Team Building Tip gets you thinking “outside of the box”. Challenges and opportunities exist all the time. What are the solutions which could be activated around your most pressing business challenge?

One of the frameworks I like to share with teams I work with is the Six Thinking Hats from DeBono. Read more about this topic here.

With the Six Thinking Hats we are encouraged to look at issues from a variety of perspectives –
  • what’s possible,
  • what new ideas can we generate,
  • what are the benefits of the approaches,
  • what caution do we need to heed,
  • what are the facts and
  • what might get in the way.

If you are not familiar with De Bono’s Six Thinking Hats model, take a look at his work and writing.

Wishing you all the best,
​Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development.
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in a digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
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#TEAMS365 #1968 – Teamwork in Uncertainty – Pivot

5/21/2019

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As a writer, one of my favorite past times is heading to the library for some focused writing. I often try to fit it in on Tuesdays. When I am there, I usually check out the business book selection. Two titles, both named Pivot, recently caught my attention. Jenny Blake’s Pivot  explores the shifts and turns we can make in our career. The 2nd Pivot book is by Adam Markel. Pivot: The Art and Science of Reinventing Your Career and Life.
 
Both are great reads for those looking at ongoing performance and change. Whether we work for others or ourselves, we can all benefit from the tools and tips in both books.

The Cambridge Dictionary defines pivot as:
  • a fixed point supporting something that turns or balances;​​
  • the central or most important person or thing in a situation.

https://dictionary.cambridge.org/dictionary/english/pivot
 
As you consider your biggest opportunity or challenge right now, consider:
  1. What is creating balance in the situation right now?
  2. What is the fulcrum around what things are turning?
  3. What is the important person/issue in this situation?
  4. What is the most central item?
  5. With this information in mind, what’ s possible? What are the options for next steps?

Best wishes, 
Jennifer
​Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2019) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development).
Pick up a copy of Volume 1 of the Weekly Journaling Prompts in an digital format. Print it out and take it with you for some inspiration and writing on the go! Available at the Potentials Realized Store.
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#TEAMS365 #1966 – Teamwork in Uncertainty: From the Vault

5/19/2019

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Welcome back to another Sunday post here at the Teams365 blog.

Today there are two items I wanted to share with you:

#1 – The latest installment of the #90DaysPlanDoTrack Video Montage. These are a summary of some of the daily question prompts I have shared over at the CoachingBizBuilder Instagram feed. They will be of interest to business owners, leaders and other team members.
​
#2 – I also wanted to share another post from the vault here at the Teams365 blog. Given our focus this month on Teamwork in uncertainty, you’ll also want to think about how prioritization can be a skill cultivated with all team members. Whether the team is working remote or in person, when things are changing quickly being able to prioritize work and ask questions to others to prioritize is also a key skill.

Here’s a post I wrote last year on Prioritization and Teamwork in Complexity – Teams365 #1610
​

Prioritization is a skill set we draw upon regularly in times of complexity. Prioritization allows all team members to regularly scan and manage their workload.

Key to prioritization is:
  • Having the tools to prioritize
  • Feeling empowered to make decisions and take responsibility for managing workload
  • Understanding what is most important – to the different players of the team, as well as the different time frames you are working on (short term, medium term)

In past Teams365 posts I’ve explored a range of prioritization skills including the Urgent/Important Matrix (we often attribute to Covey), as well as a Decision Matrix where we weight what’s important in making our decisions
 
For more on the topic of prioritization, check out these additional resources:
  • This excellent article from MindTools.com - which has an incredible amount of other resources team members and leaders will also want to check out.
  • LiquidPlanner.com's article on How to Prioritize Work When Everything Is #1 - Read it here.
  • For those that are looking at prioritization through the lens of product design, you'll want to take  a look at this excellent article 20 Product Prioritization Techniques.

​Enjoy the rest of your weekend!
Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2018) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Now available – PlanDoTrack Workbook and Planner - Order a copy today on Amazon
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development).

Check out the new 19 Tips for Productivity On-Demand Course. If this is your year to get things moving, check it out now. Join Jenn for bi-weekly live group calls until July. $129 US. Learn more and enroll here.
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#TEAMS365 #1933 – Digital Distractions

4/16/2019

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From open office spaces to a focus on collaboration, there can also be a pendulum swing in organizations where sometimes things go too far.
​
As I mentioned over the weekend, there are a number of studies exploring this topic of distraction including Udemy In Depth’s 2018 Workplace Distraction Survey. You can read it here. 
 
The report asserts that distractions have an impact on productivity. Some of the distractions noted in that study are talkative co-workers, email and others.
Many of the distractions I hear of in the work of my clients are:
  • Unscheduled meetings
  • Co-workers dropping by to chat
  • Email
  • Social media which takes you “down the rabbit hole”
  • Materials and information which are not readily accessible and have not been stored in the locations you thought they would be in

What are you doing to minimize the distractions? What do you find distracting?

What conversations are important to have?

​Here are some other articles of interest:

Check out this article from Financial Times – “Digital Distractions are Making Us Dumb and Twitchy” which also includes some great tips from Professor Cal Newport.

Suresh Subamdam’s article on Is Your Work's Communication Channel Turning Your Team Into a Bunch of 'Slack'-ers?

Take a look at Digital Responsibility’s website and ideas on Digital Distraction.

Wishing you all the best,
​Jennifer
Jennifer Britton – Potentials Realized 
Leadership | Teamwork | Business Success
Author of multiple books including Effective Virtual Conversations (2017), PlanDoTrack (2018) and From One to Many: Best Practices for Team and Group Coaching (2013)
Follow along with the #90DaysPlanDoTrack series over at Instagram @CoachingBizBuilder 
Now available – PlanDoTrack Workbook and Planner - Order a copy today on Amazon
Join the conversation at the Conversation Sparker Zone - our online community where you can explore virtual and team issues, coaching, productivity and business development).

Check out the new 19 Tips for Productivity On-Demand Course. If this is your year to get things moving, check it out now. Join Jenn for bi-weekly live group calls until July. $129 US. Learn more and enroll here.
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TEams365 #1449: 7 Reads from 2017 for Leaders

12/19/2017

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As a coach and author I love to read books to pass on to my readers and clients. In the last few months as I have been starting to write my new book on virtual and remote team leadership and teamwork, I’ve been reading A LOT of the more recent business titles. Today's post includes seven that I found myself enjoying and recommending regularly to leaders, teams and fellow facilitators. While not all were published this year, they did have relevance to the current leadership, and teamwork, context. Here they are:
 
Extreme Teaming – Amy Edmondson and Jean-Francois Harvey -  A wonderful follow up to Edmondson’s 2012 Teaming, this book explores teaming in its extreme forms. Think teams which have to form and disband regularly (i.e. shift teams, ER teams, some project teams). This book takes a look at core foundations and the theory behind teaming. A great read even if you are not a theorist. As a practitioner I would hazard a guess that many of the teams I work with would benefit from more of a focus on the principles identified.

The Productivity Habit – Chris Bailey. I really enjoyed reading Bailey’s book. As someone who is regularly asked to speak with teams and emerging leaders around personal productivity, this book is an excellent resource covering pertinent research and providing very practical, and tactical, activities to undertake. I appreciated how Bailey included how much time it would take to cover each chapter, and it allowed me to cover more than I might have while traveling for work recently.

The Weekend Effect – Katrina Onstad. Another book about the importance of time, and renewal. I enjoyed how Onstad also provided research and stories about the importance of taking back our weekends.

Grit – Angela Duckworth - Another valuable read around leadership in today’s uncertain context.

Scrum – Jeff Sutherland - With Agile’s leveraging of teams, I found that this was an important read for me, providing more of the framework behind this increasingly adopted, and important topic.

Deep Work – Cal Newport – Living and operating in a digitally distracted world, Deep Work is a wonderful read, and an important reminder of the need for deep work.

Radical Candor – Kim Scott - A must read for all teams who want to be able to accelerate their results. This year I would trace much of the challenges experienced by teams that I worked with back to a struggle with being able to practice candor in their communication, pointing to and speaking to difficult issues in a way that was productive, and effective.
 
What books were you influenced by this year? What did you enjoy reading?
 
 
 With best wishes,
Jennifer

​Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​You can grab a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase an autographed copy direct from our site

Looking to schedule some team development next year? Contact me to discuss whether the Everything DiSC or the Five Behaviors of a Cohesive Team as a starting point.
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#TEams365 #1399: Effective Virtual Conversation Tip #19: Leadership Needs to Change...

10/30/2017

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As I write on page 327 of Effective Virtual Conversations, "Leadership needs to change as the context changes. The new norm for many virtual leaders is continued volatility, ongoing change, and complexity in different locations" (pp 327, Effective Virtual Conversations).

​Although I wrote this earlier this year, the new norm for leaders of all kinds is becoming disruption. Whether you are a virtual leader or an in-person one, how is volatility, change and complexity impacting your work? What are you noticing about how you are changing your leadership style?

​I did a quick search on writing around leading in disruption and here's what I came up with:

​Succeeding in Disruptive Times from KPMG. Read it here.  They note the research they have done where 34% of CEOs have indicated that they have failed to "achieve the value in their transformations" due to factors including "inability to innovate", "missing the cultural connection", and inability to execute" (pp 2)

​Check out "Tech Disruption Forces CEOs to Rethink Leadership" - Read it here.

​Here's Washington Post's Top 10 Leadership Books to read during 2017 - Read it here.

​15 of the Best Leadership Books to Read in 2017  from Inspiring Leadership Now - Read it here. I was pleased to see many of the books I've read this year - including Kim Scott's Radical Candor.
​
What constitutes leadership for you right now? What are the major forces shaping your business? What is required of you?

Have a great start to the week,
Jennifer
​


Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​Looking to enhance your virtual conversations - Conference calls? Webinars? Virtual coaching work? Pick up a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase a copy direct from our site, signed by me!
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#Teams365 #921: Resources around Teamwork Skills

7/9/2016

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Over the lats month we've been looking at the Foundation of Teamwork (you can catch up on posts you missed here).

Today I wanted to share with you a list of some of my favorite books in the topic of teamwork. These are ones I find myself recommending to new and experienced team leaders and team members alike. 
In no particular order you may find these useful in your work, and great summer (or winter!) reading:

Jim Collins - Good to Great
Robin Sharma - Leading Without Title
Daniel Goleman - Primal Leadership and Emotional Intelligence
Katzenbach and Smith - The Wisdom of Teams
Ferrazzi, Keith. Never Eat Lunch Alone
Susan Scott - Fierce Conversations
John Whitmore - Coaching for Performance
Kerry Patterson - Influencer
Steven Covey - Seven Habits of Highly Effective People
Steven MR Covey - The Speed of Trust
Lencioni, Patrick – The Advantage, The Five Dysfunctions of a Team, The Team Player

What are some of your favorite teamwork books? Feel free to share!

Have a great Saturday,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Set up a conversation about how we can support you and your team though enhanced coaching, mentoring or other support
Looking for more tips and ideas to support you in your work as a leader? Sign up for our monthly newsletter, full of tips, resources and hacks for leaders and team members looking to realize their potential. Sign up at http://bit.ly/teams365news
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#Teams365 #858: Essential Leadership Reads - Accountability

5/7/2016

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Yesterday's post explored the topic of accountability and included six leadership questions you will want to incorporate into your team discussions, if you are not doing so already.

​In today's post I wanted to return back to Our Essential Leadership Reads Series, and  provide you with five resources you might find useful around accountability. Note that accountability is not created in isolation, it's also related to Trust, Goal Setting and Relationship Management.

​Here are five books and other resources you may find useful in your work:

​Accountability: The Key to Driving a High Performance Culture - Greg Bustin - View it here on Amazon


​The Oz Principle - Getting results through Individual and Organizational Accountability - Connors, Smith and Hickman - View it here on Barnes and Noble

​Crucial Accountability
- Patterson et al. View it here on Barnes and Noble

Fix IT - Getting Accountability Right - Connors and Smith. View it here on Barnes and Noble.

​No More Excuses - Sam Silverstein - View it Here

What other resources would you recommend to others?

Enjoy your weekend,
Jennifer

​Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
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    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2022.  Jennifer Britton, All Rights Reserved.


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