Women supporting women - This is their story.

Our Story

Sue – The Mentee

“Dee volunteered to be my mentor as part of a Graduate employment program and for me it was probably the most valuable part of the program.

Dee and I made a commitment to meet monthly and at first, I was nervous at our meetings and felt unsure what to discuss. I would write up discussion points beforehand, to help guide our conversation. These helped, but I always found that once we started talking, the conversation would flow more easily than I expected, and Dee would often offer advice and guidance that I hadn’t known to ask for.

Having someone with some independence from my work to talk to really helped me to tackle problems I came across. Dee provided a new perspective, helping me to shift my thinking, and she encouraged me to take action to solve my own problems.

Having regular meetings also gave me a certain amount of accountability, since she would ask how things had progressed when I saw her next month. This motivated me and helped me to build confidence. 

Having someone in my corner who was consistently helpful and supportive was hugely valuable to me.

The mentoring Dee provided benefited me emotionally but also helped me to become a more confident and capable employee. I hope that one day I will be able to provide the same sort of support to a mentee.”

Dee – The Mentor

“I expressed my interest in the mentoring program, as I wanted an opportunity to help graduates, who would often be new to the workforce, establish themselves in their roles. I have worked in this sector for 31 years and I felt it was time to pass on something of what I have learned to someone else, in the event it could be helpful.

Roles and functions are changing along with what we do, how we do it and which roles we work in. I felt I had something to offer a graduate in understanding why these changes were occurring along with how to work with and navigate them.

I was paired with Sue and discovered we had some similar interests – which was a great start! I always find that it is easier to establish connection with people where there is food involved, so we met for breakfast most of the time and, through this, quickly established trust and rapport.

I heard Sue talk about her aspirations and her challenges. We talked about how she could achieve her goals and the strategies to address things that she may not have come across before. I used my contacts where I could, and I watched Sue transform ‘before my eyes’.  It was wonderful to see this happen and understand some of the work Sue had done behind that transformation.

 I felt very privileged to share in Sue’s successes. When she secured a permanent role, I’m not sure who was more excited! Mentoring has been such a rewarding experience – I would do it again in a heartbeat.”

If you have a mentoring story that you would like to share it with us, please email it to info@mentorsinsync.com

If you are looking for a mentor or would like to make a difference to someone else's life, please join our community by signing up at Mentors Insync  - It's FREE.

Looking to Accelerate Your Professional Development!

If you are looking to get ahead, wanting to deliver great results or have the desire to reach your ultimate potential, then you need mentors.

Having a number of mentors empowers you to be the best you can be. They help you, by guiding and supporting you, enabling you to focus on your goals and to maximize your true potential. They hold you accountable and believe in your capabilities regardless of the challenges you face.

Tapping into the right types of mentors is purely based on your needs and goals at the time. When your situation changes, so will the type of mentor you will require.

Mentors Insync makes it easy for you to find and connect to the right people at the right time, but it all begins with you. You must make the first move; you must ask for help; you have to want the help; you have to decide on your needs and goals and you need to determine what exactly you want help with.

As my 16-year-old son’s teacher puts it: “It’s up to you to ask for help, we are all here to help you, all you need to do is ask.”

At the moment, we have Mentors who are looking to help you in the following areas:

Educators

Consultant

Accountant

A number of CEO” s

Network Security Engineer

Online Marketing Manager

Project Manager

Entrepreneur

Software Engineers

Consultants

Development Manager

COO

Retail Store Manager

Writer

Consultant - CTO

Technologist

A number of Account Coordinators

Advisor

CTO

Analyst

Entrepreneur

Program Coordinator

Teacher – Sport

Having a mentor is not a luxury or a desire, but rather a necessity. If you want to be the best, be recognized or be given every opportunity to succeed, then you need a MENTOR.

If you want to get connected to the right people who can help you, then please sign-up to Mentors Insync now and join our community of Mentees.

Please spread the word about Mentors Insync to your friends, families and networks, as the more people who come on board, the better it is for everyone.

Please email info@mentorsinsync.com at any time with your feedback or suggestions.

The Mentors Insync Team

Do you stand out from the crowd?

Are you interested in being an influencer, making an impact, changing the world or leaving a legacy?

You have a wealth of knowledge, insight and experience that can benefit someone else. You are the change makers, the leaders and mentors who have the potential to share your knowledge and make a real difference.

Mentors share information based on their own experiences. The first step is to find out how you can make a difference by finding out what specifically your mentee needs help with. Then you need to ask a lot of open ended questions that helps the mentee to gain insight and find solutions for themselves.

Mentors have just as much to gain from these mentoring relationships because mentoring is a two-way relationship, a collaborative sharing of knowledge and experiences. 

Most successful people have mentors. They understand the power of mentoring and the difference it can make to their career and life. Mentorship is not reserved for a select few - it is for everyone. You are never too young, old, experienced, wise or successful to have mentors. In fact, it is more common than you think.

We currently have a number of Mentees looking for your help in the following areas:

Sales Person

Fundraiser

A number of CEO’s

CFO

Relationship Manager

Business Analyst

Photographer

Entrepreneurs

Anchors

Anthropologist

Photographer

CTO

Account Coordinators

Application Developer

Analyst

Web Developer

Personal Trainer

Accountant

If you can help, please sign-up to Mentors Insync now and join our community of Mentors.

Please spread the word about Mentors Insync to your friends, families and networks, as the more people who come on board, the better it is for everyone.

Please email info@mentorsinsync.com at any time with your feedback or suggestions.

The Mentors Insync Team

Everyone Needs a Mentor – Find out Why!

Most successful people have mentors. They understand the power of mentoring and the difference it can make to their career and life. Mentorship is not reserved for a select few - it is for everyone. You are never too young, old, experienced, wise or successful to have mentors. In fact, it is more common than you think.

I attend numerous events, where I hear the words “My Mentor” being mentioned again and again. Make a point of listening out for these words the next time you attend a speaking event or engagement.

As you get to understand what mentoring truly is, the more you will realize, that it is not surprising at all, that many successful and influential people’s defining moments in life, have a strong connection to a mentoring relationship.

Having a mentor empowers you to be the best you can be. They help you, by guiding and supporting you, enabling you to focus on your goals and maximize your potential. They hold you accountable and believe in your capabilities regardless of the challenges you face.

I believe in mentorship, and I understand firsthand the benefits of being mentored and mentoring others. This is the reason why I developed Mentors Insync, a platform to help you connect with mentors. You will no longer have the excuse “I don’t know where to find a Mentor,” because we make it easy for you to find and connect with those people who want to help you.

GET yourself a MENTOR if you are looking to get ahead, wanting to deliver great results or have the desire to reach your ultimate potential. A mentor will help you: find your true purpose, advance in your career and help you to build a business. A mentor opens doors, focuses on your goals, keeps you accountable, inspires and motivates you and has your back.

Mentors do not give advice, but rather share information based on their own experiences which relate to your situation. They ask relevant questions directed in a specific way, that helps to provide you with insight to find solutions yourself. In some cases, it may seem like an apprenticeship, where the person is able to develop their skills based on their mentor’s knowledge and expertise.

Tapping into the right types of mentors is purely based on your needs and circumstances at the time. Therefore, as your needs change, so will the type of mentor you will require.

So, what is the catch? Well it begins and ends with you. You have to make the first move; you have to ask for help; you have to want the help; you have to decide on your needs and goals; you need to determine what exactly you want help with. It is as my 16-year-old son’s teacher puts it: “It’s up to you to ask for help, we are all here to help you, all you need to do is ask.”

There are so many good reasons for having mentors, that you would have to think twice about why wouldn’t you have at least one?

My understanding of mentorship is unique, yet aligned with people’s needs. My passion and focus is on making a difference to people’s lives, and I know mentorship is that difference. Mentors Insync delivers a solution that is disruptive in its approach, provides equal opportunity and promotes corporate social responsibility.

I, myself, have reached out to many people asking for their help, especially whilst building this business. Many have been incredible mentors, some whom I will continue to have for life whilst, others will become new mentors as I continue to grow and develop.

Mentoring is a two-way relationship, a collaborative sharing of knowledge and experiences.  Mentors have just as much to gain from these mentoring relationships, something that is especially evident where reverse mentoring is concerned. But for mentorship to work best, both parties need to be actively involved in the relationship.

Mentoring is becoming more popular as people are recognizing its potential and benefits. Mentors are a valuable resource that everyone can tap into. CEO’s and even the biggest names in business; “Bill Gates, Mark Zuckerberg Oprah Winfrey etc., acknowledge their own need for mentors."

According to Management Mentors “more and more, people and organizations are recognizing the importance and value of mentoring. In today's ultra-competitive workforce, businesses can't afford NOT to have a business mentoring program. After all, the skills of company’s executives and employees are their most valuable assets.” For example:

•  80% of CEOs polled stated they have had mentors.
• Access to mentors has given them insider knowledge and access to power.
• Mentoring has assisted them in having careers that are fast tracked and forward moving, which they claim would have been much harder or impossible otherwise.
•  Data, from an Emerging Workforce Study, showed that 35% of employees who don’t receive regular mentoring plan to look for another job within 12 months. 

Now that you understand that having a mentor is no longer a luxury or a desire, but rather a necessity, if you want to be the best, have the chance to be recognized, be given every opportunity to succeed and stand out from the crowds, GET a MENTOR.

For organizations, if you want to hold onto great talent, improve engagement and productivity, and make a difference to the bottom line – You need to have a MENTORING PROGRAM.

For those of you who have had a mentor, please share the value of mentoring to you, by adding your comments below.

If you have not yet had a mentor, can you add some reasons why you feel it is important, and how it would benefit you and others in the workforce.

To find a mentor or more about us, please visit our website at www.mentorsinsync.com

How to rescue a person from “drowning at work” – A Mentor’s Guide

Times have changed. We only need to look at Social Media to understand how it has become all consuming. Do we even know how to take a break these days? How much chocolate, energy drinks etc., do we need to keep going?

The fact is life has become hectic to say the least, and the bottom line is, we are all overloaded in one way or another.

So, how can you help others to manage their workload and at the same time find strategies that will lighten the load for yourself?

As a person’s mentor, you have the ability to guide them through the process, that will allow them to take control over their own lives. It is not about telling them what to do, but rather assisting them through a process of questioning that is relevant to their situation.

This will clearly help them to define the problem areas and find the solutions for themselves. Once the person understands what they need to do, then it is all about implementing those strategies. You, as their mentor, can hold them accountable to follow through.

Here are some questions you can ask that will assist you through the process:

1. Are there tasks that you are doing right now that you could stop doing? This question is to clarify for the person the differences between what is mission-critical and what seems important, but really isn’t. Helping a person to prioritize tasks or to re-evaluate if some of these can be eliminated, will prevent them from becoming stressed and overwhelmed.

2. Are you doing stuff that has become redundant?

Sometimes we may be working on a project that seemed important at the time, but has now become obsolete. Alerting a person to this, may help them to comprehend the importance of having interim deadlines and scheduling progress meetings. This will also help them to stay up to date with their work.

3. Are you an organized person?

This question helps you to understand if their behaviour is the issue or if they just need help with planning. It seems that to stay on top of things, we need to become extremely well organized. I have found that the more I schedule in my diary and plan ahead, the less stressed I become. Don’t get me wrong, I much prefer to be spontaneous, but when time is poor, you really need to program everything into your diary, including things in your personal life.

4. Are there other people that can do some of the work for you?

This question will determine if the person can let go, by passing on work to others and being good at delegation. It may also establish how great they could be as a leader. If you take this a step further and explore what the person absolutely loves doing, what they don’t mind doing, what they are good at and what they hate doing; you will then be able to explore options for delegating, especially the things they hate. We sometimes think we need to do everything ourselves, but having the right resources, supports and training in place, can really help. Speaking to the right people, asking for help or networking, can provide the person with the relevant resources.

5. Are you doing repetitive tasks?

This is a great question. You see, most people are repeating tasks over again and again. The way round this is to put a system in place. You can help the person to formulate systems for the tasks that are repetitive. This could be anything from developing standard documents to creating blueprints or even producing videos. You can help the person to discover alternative strategies to create systems that will free up their time, and allow them to do the really important things.

6. Could you improve your time management?

It seems we can all waste time. The average person in the U.S spends 20 – 60 minutes a day on Facebook alone and 28% of the workweek reading or responding to emails. This is estimated at 6.3 hours a day. Now that is a lot of time that is being wasted. You may be able to give the person some tips and strategies as to how and when to tackle some of these tasks and improve their time management. By helping them to find solutions themselves, they will have a much better chance of implementing them.

7. When are you most productive and what does this look like?

We all work differently. Some of us are more focused in the morning, whilst others are better in the evening. Some people can concentrate better in a quiet office, whilst others work better in noise, like an open-plan office. There is evidence to show that people get more done when they remain focused on one task at a time, rather than multi-tasking. This question will help the person to recognize what works best for them. They can then speak with their boss about options with regards to flexibility etc.

8. Are there other things you can do to relax and alleviate your stress?

This is an important question that will help them to explore a range of options that will not only be helpful to their work-life, but also for their personal wellbeing. Exercise for one, has been shown to not only alleviate stress, but it increases focus and productivity. Another good technique is meditation, taking regular short breaks etc. Working on a 30, 60 or 90-day action plan or the 5 must do items to complete in a day, can provide more focus and achieve better outcomes.

As the person’s mentor, you can help them to figure out some great strategies that will prevent them from ‘drowning at work’.

Mentors Insync makes it easy for Mentors and Mentees to connect with one another. It is flexible and will save you time. Visit mentorsinsync.com to find out more.

Igniting Passion - Tools for a Mentor

Clarity and focus helps us to achieve success, but most people are uncertain about their purpose in life. With 87% of the world’s workforce disengaged, now more than ever, they need people in their lives who can guide them towards a clear understanding of who they are, their future direction and their true purpose in life.

You, as their mentor, can provide them with the clarity they are looking for. Having a mentor who is neutral, actively listens, asks the right questions and helps mentees to find their true purpose, will help them to shift form uncertainty to certainty.

Clarity is about making decisions. Sometimes the decision is to do nothing, which is still a decision. Everyone must decide for themselves if they are willing to make changes as the saying goes: “You can take a horse to water, but you cannot make it drink.” When a person is ready, and only when they are ready, will they implement the changes that are needed to make improvements to their lives.

These questions will help your mentee to discover their passion.

1. What is currently working well, is enjoyable, fulfilling, meaningful and important to you?

This is a discovery question that highlights some of the person’s current strengths, things they enjoy, find fulfilling or meaningful, and how they may be aligned to the person’s core values and beliefs. It may also help to distinguish if the person has a strong desire to make a move, or if they will remain stuck within their comfort zone.

2. What excites you?

This is a leading question that gets the person talking about the things they love doing or have a strong desire to do. It leads to an understanding of their aspirations and purpose.

3. What do you consider to be your strengths?

With this question, you can help the person to recognize their core strengths and talents. Often, we look past the things we are good at and only focus on the negatives. Knowing what the person is good at, as well as their personality strengths, can enlighten them to other options not yet considered.  It may also be the driving force to motivating them to reach their goals.

4. What do others consider to be your strengths?

A self-discovery question that helps the person to recognize their strengths from someone else’s perspective. Often, family, friends and colleagues understand us better than we understand ourselves. Having the person look at themselves objectively through someone else’s eyes, may help them to explore job roles that suit them and / or their personality type.

5. What skills do you possess that you really enjoy and love to do?

A question that helps to establish the person’s capabilities and skills. It also provides them with an alternative viewpoint, to determine if they have the right skills that match the position they seem passionate about. They may be required to gain the necessary skills to perform the role. The clarity you provide, helps them to acknowledge if they have all the right skills or not.

6. If money were no object, what would you choose to do?

I personally love this question, as it helps to define a specific area that has real meaning for the person. Without exploring this question further, you may find that the person’s choice isn’t a true passion, but rather a whim. Try to get deeper, by exploring questions that have to do with their feelings and /or meaning. It may also help to probe for the details, as this may spark a vision of their true calling in life.

7. Is fear or limiting beliefs preventing you from moving out of your comfort zone?

Fear can be a real barrier. Whether the fear is: of the unknown, financial or failure, it is something that cannot be ignored. Helping the person to face their fears and by exploring the real reasons behind them, may be the first step to them overcoming their reservations. It is important to acknowledge and not trivialize their fears.

8. What would you like to be remembered for after you die?

This strange question can determine a person’s true calling in life. It touches on the spiritual reason for their being. ‘Why’ questions in this situation, may help a person to explore the deeper reasons behind them choosing what they feel passionate about. You may need to ask the ‘Why’ question several times to get to the real reason behind their passion.

 Communication Tips!

• Just hearing the person isn’t enough. You need to be actively listening. This is about being present, listening very carefully to what the person is saying and how they say it. Listen for what isn’t being said and rephrase what they do say to show that you have heard them.

• Clarifying questions ensures that you are on the same page as them.

• Examples are: ‘When you say ……, what do you mean?’ or ‘It sounds like you’re saying ……is that correct?’ ‘Tell me more about….’, ‘I would like to know more about……'

• Open-ended questions are helpful when you are probing for more information. They usually start with ‘who’, ‘what’, ‘where’, ‘when’ or ‘how’. Example: “What are you concerned about?’. However, it is important that you do not make the other person feel like they are being interrogated.

•  A summary of what you have heard, can help the person to comprehend for themselves what they are trying to say. For example: ‘Can I run through with you what you have been telling me, to confirm that I understand you correctly?’

 We hope you have found this article helpful. If you would like to find out more, please follow us on Facebook or you can subscribe to our newsletter at Mentors Insync   

Find out what causes workplace depression

Some experts don’t believe that it is your job that is making you depressed; whilst others really do get your pain.

"Work can't actually cause depression," according to Clare Miller, director of the Partnership for Workplace Mental Health, an arm of the American Medical Association, designed to help employers deal with and strengthen employee mental health. "If someone is predisposed to actually having depression, work can be a force of good or could be harmful. But someone can't get depression simply from work. There need to be some other things going on."

According to Everyday Health, “Mental pain and suffering at work is not a small problem, though, and it does not just impact the individual. According to research released by Miller's organization in May 2013, depression is a leading cause of lost productivity in the United States, costing employers $44 billion annually.”

Although work can’t cause depression, there are a number of factors that can aggravate the circumstances and cause mental health issues.


Symptoms include the following: 

• Giving up - not trying 
• Social withdrawal
• Passivity
• Decreased effectiveness at work
• Decreased problem-solving ability
• Procrastination
• Frustration
• Low self-esteem

Some of the causes of workplace depression are:


Being in the wrong job. You may have been pushed into a career that is just not your calling. You are not passionate about your occupation and would much prefer to be doing something else.

You don’t fit in. There seems to be no alignment of culture or values with the organization.

Feeling guilty about working. You want to work and like your job, but you feel you should be spending more time with your children and family.

Strained working relationships. You don’t have the choice of who you have to work with. This could mean that you have to face some very unpleasant people, who have different personalities and work styles to yourself.

Inadequate work-life balance. Placing more time on work and less on personal relationships, social connections, hobbies and other interests, can lead to depression.

Introverted / Extroverted stresses. High expectations surrounding social inclusion or exclusion and the lack of office privacy, can increase stress and anxiety.

Financial stress. Struggling to pay the bills due to a lack of compensation, can lead to despair.

High expectations. Having to constantly perform and deliver results, adds pressure and stress, that may cause unhappiness.

Lack of guidance and support. This can leave one feeling uncertain or unsure of what to do. The lack of skills and knowledge that is required to perform, can affect one’s confidence leading to hopelessness.

No growth. A job that lacks the opportunity to grow, can foster a feeling of complacency and a lack of self-worth. This can lead to feelings of having no purpose or value and despondency.

Poor communication skills. Not being able to deliver due to poor communication from managers or the organization itself, can make people feel like that are letting the team down, which can contribute to their sadness.

Bullying. This can be a huge issue for some employees, especially if they feel like they are being bullied by their bosses or co-workers and have no one to turn to.

Blame. When certain employees are constantly targeted or blamed for mistakes, whilst others, who perform badly, are always being rewarded and recognized, then this may create low morale and disengagement.

Poor working environments. Having to work in unsafe or uncomfortable environments and not being given sufficient breaks, can lead to discontent in the workplace.


Organizations need to recognize what is going on with their employees, so they can address the issues and ultimately reduce employee depression.

Turning a blind eye to these issues, costs companies in employees’ disengagement and a lack of productivity. It is better to “treat the cause rather than the symptoms”.


Mentors Insync provides the right kind of mentoring as a solution to support employees. If you are interested in finding out more, please visit our website or contact us at: info@mentorsinsync.com.