📖 Over the weekend, I started reading the recent book Shift Makers by Bart Van der Herten.
In chapter 3, Bart describes the difference between a fixed mindset and a growth mindset.
📈 In line with the Ambits values, we expect our mentors to have a growth mindset.
💡 BUT: our clients and mentees should also have a growth mindset to make mentoring work.
As Bart writes, if you look at learning & development with a fixed mindset, leadership support through mentoring will
👿 only be used for ‘problem cases’;
👿 be perceived by the mentee as a sanction;
👿 make the mentee feel ashamed, or worse, humiliated;
👿 not motivate the mentee to be fully open & transparent to his mentor.
I think it’s clear that this can never be effective.
Therefore, in line with Bart’s arguments in his book, I recommend considering learning & development with a growth mindset. Only then mentoring will
😃 be seen by the mentee as a way to learn, grow and become better;
😃 motivate the mentee to take up new challenges;
😃 not be seen as a failure;
😃 take place in a climate of complete confidence.
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