Mentor speeddating: 20 minute impact

Mentor speeddating: 20 minute impact

24 November 2021
Veerle Seymus
Veerle Seymus
  • Speed date mentoring: learning on steroids

  • True to ADM's mission 'Share and Connect,' ADM youngsters met Ambits business mentors for 2x 20 minute-mentoring sessions about their challenges as young leaders.

    It was most refreshing to listen to this bunch of very engaged youngsters. Some after-thoughts of our mentors:

    • Young potentials are eager to manage and lead but need the patience to learn the skills of the trade. Take the time to make mistakes, improve and try again.
    • Even speed-date-mentoring can significantly impact: my mentees contacted me the day after they used the insights and tips from the session.
    • The event format of presentation with speed-dates worked as a very natural warm-up for further networking afterward
    • Mentoring is beneficial for both mentee and mentor: there is value in helping others
    • The younger generation is more aware of where they want to go professionally. A mentoring story fits them much better than generic leadership training.
    • These young people are much goal-oriented in achieving career moves
    • They are eager to learn but want to learn in a pragmatic, hands-on way

    Thank you, ADM, for allowing us to show the power of mentoring.

    And also a big thanks to our enthusiastic mentors Anke, Ronald, Suki, David, Henk, Valerie, Dries, Jürgen, Wim, Bart, Kris, and Stefaan.

    Let's do this again!

  • Listen to mentor Anke Vande Velde

  • Listen to mentor Jürgen Heyman

  • Listen to mentee Dries Pieters

  • Listen to mentee Isabelle Poskas

  • Listen to mentee Katleen Coppens

Struggles of a manager

Managers are

  • new in this role

    and

    • lack self-confidence
    • don’t know how to go from being a colleague to being a boss
    • need to loosen up on the command & control leadership style
    • must let go of the (technical) expert status
    • cannot give or accept constructive feedback
    • feel pressure to perform as manager
    • have difficulty building relationships
    • want to be liked by everyone or want to be the ‘bad boss’
    • play the hero
  • are struggling

    and

    • stay too involved in operations
    • have trouble prioritizing
    • cannot delegate
    • fear conflict situations
    • disconnect from the team
    • deal with flawed strategic thinking
    • do not relate to higher management
    • lack clear communication skills
    • remain not self-aware
    • avoid difficult conversations
    • miss political antennas
    • ...
  • capable of more

    and

    • need mental preparation as successor
    • need to be able to lead big changes ahead
    • need to learn to be emotionally resilient and in control
    • need to learn to make big decisions fast without all the information
    • must become persuasive presenters
    • need to learn how to cultivate their own personal brand
    • need to learn how to lead by example
    • manage by trust, not by fear
    • need to overly develop empathy
    • ...
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