Curious about what happens during a mentoring session? What do mentor and mentee say to each other? What is NOT being said?
Three pairs of mentors and mentees volunteered to do a mini-session in front of a camera. These talks were not scripted or directed. The only preparation was the mentee listing his goals for 2021 as the basis of the discussion.
Videos are Dutch spoken with English and Dutch subtitles.
It is the most dreaded time of the year again: performance reviews, aka evaluations. Not only dreaded by employees, but also by managers.
Most managers are not trained to do this: having difficult conversations, handling emotions, delivering tough messages, picking up on non-verbal cues, reporting in a non-judgemental way, firmly standing behind, and arguing for company policy ... It's a tough act.
Especially first time-leaders should be well guided to exit this minefield in one piece, hand in hand with the employee.
We applaud Bram for not making it the manager's evaluation but combining his insights with the employee's self-evaluation and the significant others' feedback. Indeed, please don't make it your evaluation alone.
"Why do we even bother when rewards are peanuts?"
Performance reviews are a high effort, time-consuming, and difficult exercise. And many times, managers have to disappoint employees because there is not much reward to be given.
How stay motivated as a manager to go through this time and time again?
Performance reviews pitfalls
This is a perfect recipe for lowering the standards, resulting in mediocrity. Keep your ground as a manager: it is your responsibility that people perform at their best. If they don't, deal with the hot potato.
The end of top-down Compensation & Benefits
Why not give managers the freedom to choose from a range of possibilities in a total rewards package as an incentive to teams and individuals?
Bram argues that creating real ownership of employees by variably rewarding and/or offering shares is most powerful. If employees would be part-owners of their employing company, what would that do to ownership (and by extension to how performance reviews are done)?
Manager Tom Van Asten defines his 2021 goals as follows:
Ambits mentor Saskia Kinds' challenging questions and remarks shifts Tom's perspective:
Watch how Saskia sets the scene:
🧱 Saskia immediately created a psychologically safe environment
🧱 She explained her way of mentoring and the process
🧱 She managed expectations about responsibility
🧱 and she kept asking probing questions.
What does Tom take away from this speed mentoring session:
To be a better leader, Glenn wants to:
He expects his mentor to gently push him in the right direction by advising how to reach his goals.
Valerie focuses this mentoring journey on developing Glenn's talents and freeing up more time for strategy:
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