Happy Holidays

Mentors Insync thanks you for your support throughout 2016 and we look forward to your ongoing support, as a valued member of our community, in 2017 and beyond.

Enjoy the break from all of us here at Mentors Insync. 

UPDATE

Hi All,

We have been very busy since our last interaction, working behind the scenes to develop what we hope to be the No.1 global mentoring platform.

We have discovered that our branding message hasn’t been coming across quite as well as we’d hoped, so we have been working closely with our branding expert to formulate the right kind of message that we would like to convey. We are now looking to implement these changes as we move to the next stage of development.

As you are aware, Mentors Insync is all about collaboration, an open-source sharing of knowledge, skills and experiences that helps one another to grow and succeed. It is a generous community that is driven by a purpose of making a real difference to people’s lives and the world at large, and we are grateful for your added value.

We have also received some great feedback about the platform, and we are taking this information on board and are currently working on improving the user experience, as well as developing new features that we believe will be beneficial to your mentoring interactions.

We are also developing relationships with a number of large organizations, in order to grow our community, and develop the caliber of mentoring that will be on offer on the platform.  

Over the coming months, we will be releasing content and further information and we welcome your feedback. We will also be sending out a survey as your opinions really do matter to us.

Our platform is all about you and that means we will do everything we can to make it the kind of experience that you want.

With any feedback about our products, we would like to know if they are useful, if it is what you expect, what we can do better and what help you need? Please email info@mentorsinsync.com.au at any time with your feedback or suggestions.

We THANK YOU for your continued support and look forward to the next stage of our development, sharing our progress and welcoming more members to our community.

With heartfelt thanks and gratitude from all of us at Mentors Insync.

10 Qualities of a Good Mentor

In the blog “Have you got the wrong idea about mentoring?” - We established how people may just have the wrong idea about who exactly is a mentor. If you have the following qualities, it is likely you will be a Great Mentor, leader and person of influence.

1. Willingness to share knowledge, skills and experiences.

Good Mentors do not have to know everything, they just have to be willing to teach, share or guide others with what they do know. Effective Mentors also learn how to improve their leadership skills through the process.

2. Accept others without expectations or judgments.

A Good Mentor understands and accepts, where the person is in their professional and personal development without judging them. Mentors are able to gain more understanding of how people from different generations, ethnic groups, cultures and backgrounds, approach their work and careers.

           3. Communicates effectively.

Effective communication is fundamental to success in many aspects of life. Many people do not communicate effectively, and therefore by applying these skills to the mentoring process, a Mentor is able to not only practice these important interpersonal skills, but help others to develop them as well. Effective communication involves learning how to be a good listener, having an awareness of other people’s emotions, being able to empathize by seeing things from the other person’s point of view, and by offering words of encouragement and praise.  

              4. Is a positive role model.

A Good Mentor sets a good example by remaining professional at all times, demonstrates specific behaviours, actions or attitudes required to succeed such as: how to persevere, be assertive, manage conflict, remain accountable, have enthusiasm, be cooperative, deliver results and how to remain humble and be grateful. They are usually well respected and they respect others.

               5. Values learning and growing.

Good Mentors value the importance of continuous learning for development and growth. They are willing to teach others, share their knowledge and are always open and willing to learn new things.  

Good Mentors are committed and open to experimenting with their learning. Mentors are able to improve their understanding and become more proficient by teaching others. They are also able to develop new skills as they learn from those they mentor.

             6. Sets continuous and achievable goals.

A Good Mentor is able to show others how to continually set personal and professional goals that are achievable. They are able to demonstrate through personal example the way to form good habits that lead to professional goal development and personal success.

             7. Provides guidance and constructive feedback.

A key responsibility of a Good Mentor is to provide constructive feedback. This allows the person to identify their current strengths and weaknesses and to learn how to use them to succeed. They also provide challenges that help the person with professional development and goal accomplishment. Mentors may also reflect on their own failures and challenges through the sharing of information.

           8. Is committed and invested in the relationship.

Good Mentors are responsible and committed to the mentoring relationship. They teach from example by investing the time and effort to help people. Mentors who show this form of commitment, also demonstrate a willingness to do whatever it takes to become successful, and the people they are mentoring can learn a lot from this form of commitment. It requires perseverance and determination; which are also important attributes that show the mentor’s own strengths.

                   9. Empower others.

A Mentor who empowers others is committed to making a difference, acts with integrity, brings out the best in people, is insightful, adapts to cultural differences, is open to criticism, seeks and uses feedback, learns from mistakes and has the courage to take risks. A Good Mentor recognizes and appreciates other people’s efforts and empowers them, by enabling them with the necessary skills to develop their own strengths, beliefs and personal attributes. This helps the person to achieve their goals and reach their potential.

                

             10. Motivates and Inspires.

A Good Mentor supports, encourages and validates others. They are able to encourage and inspire people to be more engaged in their work. They help people to recognize their own talents and passions.

Even if you don’t have all these skills, through mentoring, you will be able to practice and utilise these techniques, which will help you to develop the qualities of a Great Mentor.

Mentors Insync makes it easy for Mentors, as you are not required to be the expert at everything. Our approach focuses on the immediate needs or goals of the mentee; therefore you only need those specific skill sets that will benefit the mentee. You also have complete autonomy to choose the specific period of time that suits you to commit to the mentoring process.

You have the power to make the difference to yours and someone else’s life.

Is Untapped Potential Costing Your Company Millions of Dollars?

Ken Blanchard Companies state that “The average company is forfeiting over $1 million per year in untapped potential because of less–than-optimal leadership practices”; however we believe there are many factors that are affecting your bottom line.

Between employee disengagement, high staff turnover, poor leadership, and a lack of customer satisfaction; your organization could be doomed to fail if nothing is done to make improvements.

Disengagement

Currently only 13% of the worlds working population are engaged. That means that 87% of employees are disengaged. So what does this really mean – well the majority of workers work, because they have to, and not because they want to.

In Australia 76% of employees are disengaged; whilst in the US the number of workers that are disengages is 68%. The cost of this disengagement in the US alone = $450 Billion. Over the past 12 years these numbers have barely changed.

As Dr Phil would say “How is it working?” Well clearly it isn’t and therefore something needs to change for improvements to occur.

Providing employees with the necessary tools, resources, guidance and support to help them perform at their optimum, are just some of the motivational elements that can improve engagement.

Gallup has also discovered that when companies raise employee engagement levels consistently across all areas, there is significant improvements across the entire organization including: an increase in customer ratings; higher profitability, productivity and quality (fewer defects); better retention rates; less absenteeism and shrinkage (i.e. theft); and fewer safety issues.

Companies with engaged workers can expect to have in the region of 6% higher profits and 5 x shareholder return over 5 years.

It is therefore imperative that companies ensure that every team in their workforce has a great manager.

Staff Turnover

High Staff turnover costs can run into the hundreds of thousands. The cost of turnover ranges from 30% of annual salary to replace a lower-skilled employee to as much as 250% to replace a more specialized position.

Replacing staff costs time, money, knowledge and experience and has a significant impact on managers. Finding a way to retain staff is the more sensible and cost effective way to go.

Managers need to build trusting relationships with their employees. They need to listen and understand their staff’s needs. Regular coaching and mentoring discussions can help to develop these relationships.

Clear goals personally and professionally need to be set and continuously evaluated as time progresses.

Managers need to recognize talent, see possible potential and identify people’s strengths. They also need to be proactive when providing feedback.

Poor Leadership

Ever heard the saying “People don’t leave their jobs……they leave their managers”?

As per the 2016 Gallup report “Managers account for at least 70% of the variances in employee engagement.”

Only 10% of people have the right combination of talents to manage. These individuals naturally engage team members and customers, retain top performers and sustain a culture of high productivity. Gallup have also found that there are a further 20% of people who exhibit some managerial characteristics that could be developed, if their company invest in their development.

Currently only 18% of those in management positions actually demonstrate a high level of talent for managing. Managing is not about experience, skills or promoting people to these roles.

Hiring individuals who have been managers previously is also not necessarily the answer, as it seems that it may require a certain natural talent in the way managers think, feel and behave.

According to the 2016 Gallup Report - Large companies have approximately one manager for every 10 employees, and Gallup finds that one in 10 people possess the inherent talent to manage. When you do the math, it's likely that someone on each team has the talent to lead -- but chances are, it's not the manager. More than likely, it's an employee with high managerial potential waiting to be discovered.

Whatever the situation, managers will need to change their own behaviour in order to make the necessary changes to improve employee engagement. This means that they too will need to be supported in the same way that they need to support those members of their team.

Therefore, whilst change doesn’t always have to start from the top down; it does help if those at the top support the changes within their organizations and can offer their staff the tools that will help, to deliver better people and performance strategies.

If you’re interested in how Mentors Insync can assist you with your People & Performance Strategy please contact us at: info@mentorsinsync.com.au

Press Release

SYDNEY 12 May 2016: Few companies today are created with the aim of helping people grow and develop, at no cost to themselves.

MENTORS INSYNC is one such company that flared into existence due to a personal need and belief that everyone should have access to a mentor; a person with the knowledge, skills and experiences to inspire, motivate and engage others.

“When someone is passionate about what they do - they succeed; but having someone with experience to guide them - they can only excel,” is the motto by which Chantel Cleminson, Founder and CEO of the game changing platform MENTORS INSYNC lives by.

Launched towards the end of 2015, MENTORS INSYNC, a revolutionary new cloud based social network mentoring platform, has grown from strength to strength as it provides both mentors and mentees the opportunity to engage with one another in an online community for the sole purpose of sharing knowledge.

Offering intelligent matching algorithms, e-learning features, group facilitation, live chat channels, endorsements and testimonials, analytics and reporting, the MENTORS INSYNC platform can be accessed from anywhere and on any device, giving people more opportunity to connect on a global scale.

Registration and use is free to all, allowing anyone and everyone the opportunity to connect, build relationships, mentor one another, learn, teach, network and discover new opportunities. It is a unique community where everyone gains.

For media queries: info@mentorsinsync.com.au

Fake It Until You Make It or…

You have all heard the saying, but is there an easier way?

Eager to start work, I arrived the first day at an Interior Design Company, only to find that there were instructions left for me to do a survey. Fresh out of college and wet behind the ears, I was unfamiliar with the term, I wasn’t quite sure what was expected of me.

Being young and not wanting to show my ignorance, I was embarrassed to ask for help.

I managed to fumble my way through the process and do what was required of me; however I had to return for a second visit as I had missed a few measurements. My boss told me that that wasn’t to happen again.

Being thrown in the deep end you learn pretty quickly; however it doesn’t stop you from making mistakes, and although making mistakes isn’t necessarily a bad thing, it can sometimes be avoided if there is someone there with experience to guide you.

The experience I gained at this company was enormous. Our boss gave us the autonomy to manage our projects from start to finish. We worked as individuals and as part of a group, and the responsibility I had been given was incredible.

I learnt a tremendous amount from my boss and colleagues, and they gained a lot from me as well; but the one thing that I took away from this experience, was to ask for help when you need it.

When someone starts out they may or may not have someone showing them the ropes. Obviously it is a lot easier if there is someone there to guide them through the process.

Sometimes you may be given a difficult task and not know where to go for help, thus you struggle and fumble your way through, so not to be seen as being incapable.

Today, many employees are under enormous stress as they face unclear expectations in their work environments; confusion or conflict between co-workers or departments; concerns about increased workloads and difficult work; and uncertainty about their future and stability. No wonder so many people are disengaged.

Mentors can play a part in helping workers with their struggles. They can support, guide, motivate and help employees tap into resources that can help them alleviate their stress and workplace anxiety.

We don’t believe that employees should have to struggle their way through work each day as this is not beneficial to an organisation or their staff.

Its simple. If you need help, ask for it!

On the flip side, because you may have experienced some difficulty yourself, does not mean that others should too. If anything, knowing the struggle you went through, means you should be more than willing to help others avoid the same situation.

Consider how you would have liked to have been treated as a new employee?

Would you have wanted people to support you? Would you have wanted people to call on for help?

Sometimes you may have to look outside your workplace for support. Mentors Insync can help you get connected to a mentor. We believe everyone should have access to mentors who are willing to share their knowledge, skills and experiences.

We encourage you to join our community and gain the necessary skills available to all our members. Gain the benefits without the struggle.

Written by Chantel Cleminson

Have you got wrong idea about mentoring?

Is mentoring only reserved for the elite, rich and famous? Have people got the wrong idea about mentoring? And what does mentoring really look like?

I believe people have a pre-conceived idea about who is a mentor and who deserves to have one. Many people especially women; do not consider themselves to be mentors, and this is where I believe they have got it wrong.

Let’s consider the people who have been mentors in our own lives. What role did they play, and how have we got to where we are now?

I have personally had numerous mentors whom at the time, I may not have even considered them to be my mentors, but these people have added value and have guided me to where I am today.

As a child my mother, grandmother and aunt were not only amazing female role models, but without me even realizing it, they were mentoring me for my life to come.

You may not quite understand this, so let’s consider MasterChef. Are the “famous chefs”, the “amateurs” mentors, or their inspiration or both? Did a grandmother, mother, father or someone else teach, guide, motivate and help the “aspiring chef” to follow their passion and dreams, or was it those Chefs on MasterChef? Who were the “amateurs” mentors ……? Maybe everyone involved! And at times did those “famous chefs” learn something from the “amateurs”? So whom was mentoring whom?

My grandfather was an entrepreneur and inventor. These qualities have rubbed off onto me and have led me to where I am today. Did I know then, what role he would play in my life when he passed away when I was 12? Definitely not.

My father was an entrepreneur and business man. He was my mentor and I didn’t even realize it until two years ago, after he passed away.

Whilst I cannot remember having a teacher as a mentor, I know many people who say they were mentored by their teacher. I, on the other hand, had a great tennis teacher, who taught and encouraged me to play, and helped me to develop a passion for the game.

I had support and guidance from lecturers, fellow students, work colleagues, older people, younger people, even my own kids …….the list goes on and on.

Some have given me sound advice, some have listened and heard, some have motivated and inspired me, some have been a trigger to a life changing event. All have added value and helped me succeed, but ultimately it has been up to me to take the initiative, to ask for help, to seek those who can help me and to learn to put my fears aside.

My journey has not been an easy one and I wish to share some of the challenges I have faced, so you can understand why I believe it is important for you to have mentors, and to continue learning from others.

When I left South Africa and arrived in Australia almost 20 years ago, I had no support structure what so ever. I had left my family, friends and contacts all behind. I left a flourishing career to come to the unknown, and although I had come to another English speaking country, things worked differently here in Australia.

Over the course of my lifetime, I have changed careers a few times. I have also made changes to unrelated industries. Each time I have transitioned, it has not only felt like a backward move, but there have been numerous difficulties along the way.

One of these challenges was not knowing the difference between voluntary work and work place experience. That cost me a couple of years of no work.

I also came to realize that it is not easy to get connected if you are not actually working within that industry, and that any previous unrelated connections may not be of assistance either. It is rather like students who have no work experience and cannot get a job unless they have experience, so how are they supposed to get this experience in the first place?

So you are out there looking for a job and you have no connections within the industry. What do you do? Well, I suggest you find other ways to get connected, like attending networking meetings related to the industry, or be confident and keep asking everyone for introductions. Tools like LinkedIn really help; however you need to understand the correct protocols to networking here; because it involves building a relationship first.

From my own experience, I believe that it is much easier to find a job if you are well connected, but knowing a lot of people doesn’t mean you are well connected - it can however help.

I have mentored many people along the way. Most of the time, I didn’t even realize that the way in which I was helping them, was actually mentoring. I am sure that if many of you stop and think about it, you too will realize that you have mentored many people without even knowing it.

I am now on another journey and I know I will be guided by others, and as I learn from them, I hope I too will be able to help others on their entrepreneurial journey.

Because of my own experiences, I created Mentors Insync. A platform that helps you get connected to mentors and mentees, so you too can gain from these relationships.

The first step is to take the journey, because most people who succeed have mentors.

Written by Chantel Cleminson, Founder & CEO of Mentors Insync.

Life of a University Student: Why Mentorship is Important

As you approach a new year at University, many students feel excited with anticipation, scared of the unknown and anxious for what lies ahead.

Each year brings with it a different stage in a student’s life. 1st year students may feel lost about where to go and what to do. 2nd years may be unsure about the path they are going to take. 3rd years (depending on their degree), may be feeling nervous, as they know that this is their final year to make a difference and to achieve what is required. And for some it may be their fourth year, and even though they know the ins and outs of university life, they too may be feeling apprehensive as their journey comes to an end.
Mentors can transform your university and learning experience.

“As someone who has experienced the anxiety and anticipation of first year, I know how daunting university can be. Having a mentor guide you through the dos and don’ts of a university education, can help  shape the way you approach your studies and career path.
I know that if I had had a mentor during university, I am sure the road to achieving a satisfying and exciting career, may have been a lot smoother.” (Anonymous)

Many students find that once they’ve overcome the hurdle of first year, second year may seem harder as they try to reach their goals, decide on a major or look to get an internship. This is where mentors can help, as they generally have experience in your field of study, or know the right person to introduce you to.  In some cases, based on the relationship formed, it may be your mentor who sees your potential and offers you a job or internship.

Mentors  also help you gain knowledge and learn from their own life experiences and mistakes; without you having to do it all by yourself, through trial and error.

Today it is becoming harder and harder to get a job, especially since many employers expect students to already have industry experience before they employ them. “Having a mentor to guide you and provide you with some tips and tricks, may be the difference between you and the next person, when it comes to getting the job. They may also be able to open some doors for you through their own networks.” (Alexa)

Mentorship is not limited to anyone, and the advantages are long lasting and highly rewarding. 

The 2016 Oscars

Lights, Camera, Mentor!! Yes that’s right, its not only business people, CEO’s, religious leaders and politicians that mentor but the Stars do it to. Celebrities take the opportunity to mentor those they work with, by passing on good advice relating to technique, life philosophies and encouragement, all in the hope of making careers easier, more successful and meaningful and winning an Oscar of course.

 Mentorship, mentoring and being mentored lead to success by all individuals concerned and this success is evident in the face of the 2016 Academy Awards or The Oscars. 

 Nominated directors, actors and actresses, presenters and performers involved in the 2016 “Mentoring” Oscars include: Kate Winslet, Lady Gaga, Quincy Jones, Steven Spielberg and Ed Burns, Their mentoring relationships speak for themselves ….and the Oscar for Best Mentor 2016 goes to ……..

This is what some of the Stars have to say about their mentoring relationships:

Charlize Theron

“J.J. Harris was my manager for many years, and I wouldn’t be standing here today if it wasn’t for her. She was an incredible woman in my life. As far as business is concerned, she taught me what it meant to be a woman and to be able to say no — to not just take a job because you are so grateful that a man gave you a job. She used to say to me, 'it’s okay, you can say no,' and, 'you’re going to make a career on saying no.'”

Glenn Close

“My best friend is Mary Beth Hurt. My first job as a professional actress was understudying for her on Broadway. And my first film was Garp — she played Garp’s wife, and I was Garp’s mother. She’s been my inspiration throughout my career. She’s brilliant. There have been times in my career where I’ve said, 'What would Mary Beth do?' And thinking of that has led me to something good.”

Elton John and Lady Gaga

It’s not clear who is more gaga but Elton John and Lady Gaga are both mentor and mentee to one another.  Lady Gaga is godmother to Elton John’s 2 sons, while Elton continues to assist Lady Gaga in her career. Lady Gaga has this to say about Elton John, “He inspires me in ways I could not even begin to list properly, he is my friend, he is like a parent. He looks out for me, he was there for me during the hardest times in my life. He doesn't allow me to slip into depression without making sure that I’m okay. Everything he has done for AIDS, everything he has done for the LGBT (Lesbian, Gay, Bisexual and Transgender) community. He's just everything - when I’m with him, I just want to help be a part of his genius plan to save the world.”

Elton John reported in US Weekly, about Lady Gaga,” "She's a great role model, she's young, she's been a great godmother to Zachary."

Quincy Jones

Quincy Jones, the American record producer, composer, musician, television and film producer, instrumentalist, magazine founder, and entertainment company executive and humanitarian; was from the young age of 14 mentored by Ray Charles then a 16 year old musician. Jones names Charles as an early inspiration for his own music career. Charles overcame a disability to achieve his musical goals and this inspired Jones.

Steven Spielberg and Ed Burns

Steven Spielberg claims he learnt the importance of Mentoring from Jerry Lewis and Spielberg is quoted as saying, “The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” This is exactly the mentoring philosophy that he applied to Ed Burns the screenwriter, producer and actor. Spielberg encouraged Burns to write the TV show “Public Morals” and assisted him in getting it produced.

The mentor list goes on and including celebrities from all fields including television, film and theater. Successful people from all walks of life benefit from mentoring and being mentored - the proof is in the stars. 

Valentine’s Day

Valentine’s Day is a time to celebrate love and relationships. On Valentine’s Day we can reflect on some great romances such as Marie and Pierre Curie, and Celine Dion and Rene Angelil. These two liaisons have one thing in common, they began through mentorship.

The start of these relationships were different, but in essence they had much in common. Pierre met Marie when she moved to Paris and began studying the Natural Sciences. Pierre already had an established career within the field, and took Marie under his wing. He guided her to continue and pursue her career within the academia of Natural Sciences. When she went back to Poland to visit her family, he convinced her to return and write her PHD; where she received a Nobel Prize for her discovery of the elements radium and polonium. “Pierre’s greatest discovery was Marie”. The support and encouragement that Pierre provided for Marie strengthened their romantic and mentoring relationship.

Providing your mentee with the right tools, is just one part of being in a mentoring relationship; but supporting them and encouraging them will allow both of you to be more successful.

Like Marie Curie, Celine Dion found her greatest love through the mentoring relationship between her and her music manager Rene Angelil. Celine was guided by Rene from the age of 12, where he gave her a complete understanding of the industry. At the age of 19 this mentorship changed into something more, their relationship became “one of the greatest love stories of all time”. With Rene 26 years her senior, no one really thought their relationship and marriage would work; however Rene not only inspired and encouraged Celine with her music, but helped her to develop and reach her full potential as a singer. He was amazed by her talent, and even when his health was at its worst, he motivated her to continue singing. They said the secret to their relationship’s success, was good communication, something every relationship requires.

Within a mentoring relationship, being able to communicate effectively is critical to achieving positive results. Whilst it may be difficult to achieve, it is one of the best skills you can have.

Celine Dion and Rene Angelil’s relationship had many ups and downs but they stuck together; always being open and honest with one another; which is how they remained strong. Mentoring relationships are no different, they also rely on a level of openness and honesty to build trust.

Although tragically Rene Angelil passed away, their love story will always be remembered.

Have a wonderful Valentine’s Day, we hope it’s filled with love and happiness.

Remember to sign up to MENTORS INSYNC; who knows you may find your mentor and perhaps true love.

Novak Djokovic is the current world no 1 tennis player. Who was his mentor?

That is a good question. It seems that Djokovic has had a few different people as his coach/mentor. So were they his coach or his mentor?

This brings us to the topic of what is the difference between mentoring and coaching?

Whilst coaching and mentoring do share many similarities, those who are familiar with both, agree that they are quite different. But at times it can be a little confusing as the two roles do overlap each other’s as in Djokovic’s case.

To help understand this better, we have identified some key points that identify their similarities as well as differences.

Similarities:

They both:

• Assist the individual to explore their needs, motivations, desires, skills and thought processes, to be able to make helpful and meaningful changes. 
• Help the individual to clarify their thought processes, to be able to identify the necessary solutions and actions to make positive changes. 
• Help the individual with their goals and assess their progress in relation to these goals.
• Recognize a person’s commitment to take action in order to develop lasting change and personal growth.
• Maintain a supportive and non-judgmental approach to helping the person.
• Enable the person to develop professional competence and independence.
• Evaluate the outcomes to determine the person’s success in reaching their personal goals.
• Encourage the person to develop alliances where necessary to achieve their goals. 
• Address issues within their area of competence and expertise. 

Differences:

• Coaching is task orientated where the focus is on concrete issues, such as managing more effectively etc. The coach is usually a content expert who is capable of teaching the individual to develop the necessary skills to perform better. 
• Mentoring on the other hand, is relationship oriented. It requires a safe environment where mentees can share personal information, and discuss any issues affecting their professional and personal success. There needs to be a level of trust from both sides; because today there are times when reverse mentoring may take place, and mutual sharing can naturally occur as the relationship develops. 
• Coaching is a profession where coaches are generally not required to have firsthand experience of the person’s role unless the coaching is specific and skill focused. 
• Mentoring is not a profession but a relationship, where the mentor is foreseen as an “expert” based on their life experiences. In the traditional sense, mentoring required an older and wiser individual to pass on their knowledge and experience to someone more junior or less experienced; opening doors to otherwise out of reach opportunities. 
• Coaching usually focuses on high performance and improvement within the workplace and concentrates on specific goals and skills; although at times these could impact on the person’s personal attributes such as social interactions etc. 
• Mentoring on the other hand focuses more on development, not only in relation to their current job, but also for the future. 
• Coaching is a more formal procedure; whereby the coach brings an agenda, more structure and formality to the process. They also focus on specific performance issues to be addressed within a set timeframe. 
• Mentoring relationships are more relaxed and adjusts to what the situation calls for based on the immediate need. It is also less planned and more self-directed.
• The coaching process typically lasts a short period of time either defined by a specific period of time or on the basis of an on-going management arrangement.
• Mentoring relationship tend to have more relaxed timeframes, however the relationships do seem to be based on longer term arrangements.

In professional sports, one can clearly see how these two roles may overlap one another. So coming back to Novak Djokovic, Jelena Gencic was his mentor/coach as a boy, Marian Vajda his coach/mentor and Boris Becker who seems to be more his mentor/coach.

You will need to decide which works best for you, but “one thing is clear: mentoring and coaching in the workplace have shown to contribute to enhanced performance and career development, increased compensation, upward career mobility, overall career satisfaction and greater self-esteem at work.” How Coaching and Mentoring Differ

Join Mentors Insync and we will help you get connected. It’s simple and easy.

TOP TEN MENTORING TIPS FOR 2016

We at MENTORS INSYNC know that everyone has the potential to be a great Mentor, but in order to be just that, we first need to understand what a mentor is and what mentorship means. 

Being a mentor is not about what you can gain, it is about what you can give. Mentorship is not about satisfying your own needs. It is an honour to be chosen as a mentor, so it’s up to you to live up to the title.

Mentoring is all about a collaborative relationship. It is about guidance and helping a person reach a goal. The definition of a mentor is “an experienced and trusted advisor”, so when thinking about what mentorship is, it’s about providing guidance and advice based on the invaluable insight, experience and knowledge that you have, and that you can share as a trusted confidante.

To be a successful mentor there are a few tips to keep in mind. 

1. The trusting process is a huge component of the mentoring relationship. Establishing a trusting and meaningful relationship will enhance the mentoring experience for both of you.  This can be done by establishing clear rules of engagement where both parties commit to total confidentiality. Confidentiality creates an openness; whereby mentors are able to share specific and relevant examples from their own experiences; which not only includes their triumphs, but also their poor decisions and failures. Value in any mentoring relationship does not only come from sharing the positive experiences, but also the negative ones.
2. Creating professional boundaries ensures that the mentor and mentee’s roles remain uncompromised, and allow both parties to maintain an objective perspective. By focusing on the current goal and objective of your mentee, these professional boundaries can be easily maintained.
3. Knowing your limits, whether applied to time or knowledge will allow you to provide the best you can for your mentee. If you find yourself in unfamiliar territory, or lacking in the areas of guidance sort after by your mentee - be honest. As a mentor, we acknowledge, you cannot be expected to know everything; besides mentoring is a productive dialogue that encourages the sharing of strengths and weaknesses, without having to put up a front.
4. Commitment is a big component to any mentoring relationship. You need to be prepared to dedicate regular session times; where agendas are set, and participation is defined by the mentees current confronting problem. Your commitment not only demonstrates your support and dedication to their needs and development; but ensures they are held accountable to achieving their goal.
5. Listening and asking questions is key to achieving positive results. Mentoring is not therapy, but by establishing your mentee’s goal and asking relevant questions, allows you as a mentor to successfully guide your mentee. Giving your mentee the tools to problem solve and find the answers for themselves is the most effective way of imparting wisdom.
6. Storytelling is a preferred method of knowledge sharing. When mentors share specific and relevant examples, offering genuine advice based on true life-life experiences, they instil a sense of credibility. Mentors also demonstrate an understanding of their mentee’s needs; whereby they are able to empathise with them. Storytelling is a more memorable form of information and idea sharing. 
7. Initiating conversation and establishing some common ground with your mentee can help to break the ice and get the process moving. Building rapport makes it easier for your mentee to approach you - the first step to building an open and trusting relationship, where it is both comfortable to share and disclose information without the fear of repercussion.
8. Giving honest feedback is a good way of strengthening a mentoring relationship. It suggests that you have listened, heard and have a vested interest in your mentee. Try to give constructive advice and focus on the positives as this usually makes others more responsive to your comments.
9. Be Yourself! Each mentoring relationship will take place between two unique individuals. By accepting that everyone has their own distinctive personalities and by remaining authentic, you will build your credibility as a genuine mentor.
10. The more you mentor, doing it your own way, with passion and conviction, the better you will become at it.  

Prove your leadership skills by becoming a mentor today at www.mentorsinsync.com.au

NOT ONLY A NEW YEAR, BUT A FRESH BEGINNING

2016 signifies the opportunity to start fresh, gain new perspectives, knowledge, skills, experiences and understanding.

MENTORS INSYNC, the new cloud based social network mentoring platform, invites you to be part of something extraordinary.

Connecting People with People, MENTORS INSYNC’s key initiative, is to create a space for an open source sharing of knowledge, skills and experiences.

On this platform, you have the opportunity to connect with people globally; where resources and mentors from miles away can be easily accessed with just the click of a button.

MENTORS INSYNC brings you an environment that is dynamic, engaging and collaborative; where you are able to expand your skills, find the career path you are looking for, achieve new goals or simply gain some insight or understanding.

As the New Year unfolds, bringing with it a new perspective on life it is the perfect time to take stock of yours, and consider your dreams, passion and potential.

It is the time to start a new challenge, or just expand your horizons. With the help of MENTORS INSYNC there is no limit to what you can achieve.

This multifaceted platform allows you to give back by becoming a mentor and spreading your own knowledge to others. Everyone has something to offer, as Phil Collins says “In learning you will teach, and in teaching you will learn.”

The start of a new year is the start of something great, so what are you waiting for? Sign up now at www.mentorsinsync.com.au and transform your life.