Administrative Assistant's Update

3 Administrative Assistant's UPDATE By Helen Latimer I love mentoring and over the years, I've mentored dozens of people: col- leagues, employees, clients, newcom- ers and family members. Almost all my mentoring experiences have been memorable and many transitioned into friendships. But not every mentoring match is a success, which is a shame, especially after the effort of finding someone to be a mentor. Increase the odds of things going well by paying attention to a few key issues: Mentoring is a relationship� Like all relationships, there are phases as the relationship evolves and trust is built. At the start of the mentoring rela- tionship, you and your mentor need to agree on details like how often you'll meet, where you'll meet and so on. Don't skip over this step. It's often the details around logistics where things go wrong so be clear about your needs. A mentoring relationship is not open-ended and should have a set end date, typically after five or six months. A clear end date keeps everyone focused on getting the most out of the available time. You won't want to waste a minute! Mentoring is about change� Therefore, be open� Being hit with resistance from a mentee is challeng- ing for mentors. As a mentee, you don't have to implement anything that doesn't feel right but try not to jump to conclusions. Take ownership of what's offered and feel free to modify it. Think of specific areas where you would like your mentor to help you and determine what your priorities are. Ask, "How can I improve ____?" "How well did I do____?" "How openly did I contribute?" I'm quite reserved so speaking up in meetings and calling people I hadn't met pushed me out of my comfort zone. I knew my shyness could limit my opportunities at work and I asked my mentor for guidance. My mentor helped me to identify small, manage - able steps and he cheered me on as I worked to build my confidence. Your mentor is not there to solve your problems� I encounter this situation quite often as a mentor. Mentees want me to do the work of solving their problems. Nope. That's not how it works. I work with my mentees when problem solving. "Let's do some brainstorming and get down some ideas on how you might approach that issue." Or "Have you thought about any other options?" "Why do you feel that didn't work?" With not for works both ways. Your mentor shouldn't jump in to provide solutions or tell you what to do. This can be challenging for a lot of mentors – we get caught up in the excitement of the moment and move from guiding to directing. If this happens to you, gently remind your mentor you want to work with them to find solutions. Respect each other� I quit a mentoring relationship when my mentee cancelled last minute for the third time. And by last minute, I mean I was on my way to the meet- ing spot. Not cool. I've also heard from mentees about mentors who are always rescheduling or are distracted during mentoring sessions. That's not cool either. Mentoring is a professional rela- tionship. Both you and your mentor are busy and each of you needs to be respectful of the other. • Arrive on time. • Take notes. • Listen with an open mind. • Receive feedback with grace. • Share your skills and expertise with generousity and yes, sharing goes both way in mentoring relationships. • Express thanks. Mentoring is a powerful tool that can lead to incredible growth and lifelong friendships if both mentors and mentees embrace their roles and commit to the process. Go on, give it a try! Helen Latimer is a dynamic keynote speaker, coach and facilitator/workshop leader. She loves to share her expertise on mentoring, networking, personal branding and career development in pursuit of her goal of having everyone love their work. Principal of 925 Resources, www.925resources.com, helen@925resources.com Some key issues to keep in mind Mentoring is great, but you need a plan Additional resources: 9 Powerful Practices of Really Great Mentors Stephan E. Kohn and Vincent D. O'Connell Seven Keys to Successful Men- toring E. Wayne Hart Helen Latimer

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