The Role of Mentor

Last weekend I had a really fab time with a group of youngsters from a youth group in Glasgow called Active Life. We went to Isle of Cumbrae on one of our Young People’s Programmes – no that I’m that old myself! They were a really great bunch. One of the team said they were surprised that I was not ‘shouting at them’. These guys were well experienced with outdoor centres. Second time I have had this said in less than a year as a group of apprentices said the same thing to me at the same place in November 2006. What’s going down elsewhere, is there a ‘shout for respect policy is in place’? Although my work now is predominantly with adults and companies, I'm not new to this. I was four years at college between 78 and 82 doing nothing but Outdoor Ed. and I don't remember that particular policy on the curriculum!

I have a really clear opinion on this. If we are looking to develop respectful and self confident adults we should treat our young people that way – not like idiots. I have boundaries and if people cross them I am not shy to bring this to their attention. However as role models and mentors we really need to be clear of the messages we are giving off.

Eat That Frog

Last summer I bought a silly little book called Eat That Frog. It gave me no knowledge but made me think – really think. Was I doing time or building my future. Since then I have been determined to identify and deliver at least one value add activity to myself every day – yes every day. I have pretty well stuck to that. The results have been remarkable. Do time today sure but also add value as that will be your future!

Supporting Mediocrity

Building upon my entry before last, I will by the end of June have spent no less than 10 working days coaching. Coaching is the enemy of mediocrity. !

Do people really look to tune themselves and excel in their performance? The answer to this is usually some kind of ‘not really’. People typically deliver plain vanilla performance. The trouble with plain old vanilla is that as a seller you can compete on one thing – price and volume! Be prepared to work hard for long hours and with little return as there are lots of competitors at this level.

Now raise your game. Be chocolate chip and fudge cake or whatever your thing is. Be really good at something – anything but be good. Now what happens to the competition? Suddenly you find a sellers market. Your distinctive talent makes you special and people can see and want it.

There are generalisations here – including the definition of performance – but consider this one your own terms. That’s fine, I don’t have an absolute truth, just an opinion which I guess is better than not.

Leadership

Here is an interesting thought I came across in a book I'm reading:

"Successful people become great leaders from they learn to shift the focus from themselves to other." Marshall Goldsmith

I would agree with that.

The Value of Coaching

The last few weeks have seen me make several trips across Europe in my capacity as an organisational coach. Coaching is a unique way of gaining focus on what’s important, enabling the positives we have to be fully leveraged and equally as import, dealing with the elements of our behaviour that unwittingly inhibit us.

I have a view on when coaching is at its most useful and most respect. When mediocre performance for mediocre pay is what is expected then a coach will probably not be valued by either employer or employee. However in a number of the organisations I am privileged to work with, where peak performance is required and peak pay rewarded in return, then a coach can make an absolute difference and their contribution gladly sought by both parties to ensure this mutually beneficial contract is met.

For senior and successful people seeking a self-help coach then try this excellent read What Got You Here Won’t Get You There