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Bolton, Maura L. Scott, Corinne M.K. Hassler":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Chantal Gautier":1,"#<span ljsid-0=\"\">Book Summary</span> <span ljsid-2=\"\">|</span> Carl Hall":1,"#<span ljsid-0=\"\">Article</span> <span ljsid-2=\"\">|</span> Alex Moore":1,"#<span ljsid-0=\"\">Video</span> <span ljsid-2=\"\">|</span> Lisa Nirell":1,"#421 Results found for <span ljsid-1=\"\">\"psicologia ambiental\"</span>":1,"#370 Results found for <span ljsid-1=\"\">\"nivel de estres percibido en adultos\"</span>":1,"#No Results found for \"\"":1,"#Ask for regular, targeted feedback that focuses on people’s happiness, growth, and perception of management. Linking the feedback that’s received to training will produce lasting results.":1,"#<a ljsid-0=\"\">Matt Tenney</a> has been working to help organizations develop leaders who improve employee engagement and performance since 2012. His ideas have been featured in major media outlets, and his clients include numerous national associations and Fortune 500 companies. He’s often invited to deliver keynote speeches at conferences and leadership meetings, and is known for delivering valuable, actionable insights in a way that’s memorable and deeply inspiring.":1,"#Foster a workplace culture that views trust and inclusion as more important than profit. When employees see the company taking action on their behalf, they’ll be more willing to respond in kind. While future technologies like artificial intelligence may someday automate your company’s processes, the human-to-human connection will always remain the strongest and most enduring way to keep employees engaged and inspired.":1,"#Search for true connection through shared vision and values to inspire each employee to do their best. Make their success a part of the overall company mission and let workers know that, without their expertise, the company would be unable to fulfill its mission.":1,"#Facilitate excellence through one-on-one meetings with team members where you communicate your concern for their well-being. Spend half of each meeting focusing performance and the other half discussing ways to help the team member thrive.":1,"#Remember that your primary job as a leader is not to execute a plan but to inspire greatness in others.":1,"#People perform at a higher capacity when they believe their work has purpose. Help your employees to see that what they do each day impacts the world. Show them satisfied customers, completed goals, and areas of growth or profit. Create an inspiring and inclusive vision of the future. Promote your company’s vision and mission throughout its culture. Write out a mission statement, then list your organization’s top priorities and instill them into everything you do.":1,"#Create an atmosphere where staff members can connect with one another as ordinary people. Schedule informal meetings or one-on-one chats, and provide “virtual watercooler” platforms where workers can connect by sharing personal and professional insights. These interpersonal sessions often become a source of continued happiness and inspiration.":1,"#When you show that you care about people more than the work they produce, they’ll naturally become more engaged and inspired in their work.":1,"#<em ljsid-0=\"\">Manifest happiness</em>. Let people know that caring for their well-being brings you professional pride.":1,"#<em ljsid-0=\"\">Consider long-term performance</em>. Do what will most nourish and sustain your staff.":1,"#<em ljsid-0=\"\">Do what’s best for team members</em>. Put people first. For example, allow a team member time off to care for a sick relative; that employee’s emotional health outweighs the short-term cost to the company.":1,"#It’s crucial for managers to show their employees that they care for them. Demonstrate care by developing three simple habits:":1,"#Transparency builds and maintains trust, while extending trust to others allows honesty to become an integral part of your workplace and brand.":1,"#Ensure that employee engagement is a top priority in your organization and on your team.":1,"#<em ljsid-0=\"\">Never compromise values</em>. Act and speak in a way that remains fully consistent with your espoused values. Hold your values above profit, power, or any other incentive.":1,"#<em ljsid-0=\"\">Tell the truth</em>. Be as honest, clear, and precise as you can.":1,"#<em ljsid-0=\"\">Do what you say you’ll do</em>. Be on time. Provide promised resources. Never say yes to anything unless you’re positive that you can deliver what’s expected.":1,"#Effective leaders are the catalyst for trust. To create a culture of trust in your organization, consistently adhere these tenets:":1,"#Delegate additional tasks to employees, including new tasks you’d like to take on but don’t yet know how to do. Carefully consider your team members’ bandwidth so that you don’t overload them and select areas where growth and potential can be immediately harnessed. Offer monthly focused training to show that you’re investing time and money in helping your staff excel.":1,"#Look for ways to give employees more discretion and power. Consider modifying work methods, work locations, and time schedules to reflect staff preferences. The more individual workers feel responsible for their work, the more likely they are to give maximum effort.":1,"#In time, you can replace cumbersome annual review processes with targeted, frequent feedback.":1,"#<em ljsid-0=\"\">Be a resource</em>. Help team members implement your suggested changes.":1,"#Employees respond to leaders who inspire loyalty and provide them with the tools to succeed. In <strong ljsid-1=\"\">Inspire Greatness</strong>, Matt Tenney details a repeatable four-step strategy to deepen employee engagement, improve workplace communication, and maximize staff productivity. Team leaders and managers will learn how to lay the groundwork for their employees to excel.":1,"#<em ljsid-0=\"\">Connect to the big picture</em>. Explain how your feedback connects to the overall strategic vision of the organization.":1,"#<em ljsid-0=\"\">Be specific</em>. Offer feedback on specific things. For example, rather than telling a team member you feel they need to improve their communication skills, state specifically what they need to correct, such as mumbling, not listening, or using inappropriate language.":1,"#<em ljsid-0=\"\">Use a coaching mindset</em>. View your role as helping people find the best path to their goals.":1,"#Share feedback constructively by following these four principles:":1,"#Routinely ask team members for opinions. When possible, allow workers to share their ideas or suggestions before sharing your own. Team members who feel like they’re being heard are three times more likely to report being engaged at their jobs. Once you’ve paved the way for open communication, steer discussions toward shared values and goals to weed out excessive ideas and suggestions.":1,"#Being Heard":1,"#Give team members more chances to do what they do best by understanding each person’s unique strengths. Find out where each of your team members has a natural edge and match it to associated tasks. Remove and reassign tasks that fall outside of a team member’s area of expertise.":1,"#Leveraged Strengths":1,"#Two-thirds of all employees feel they lack the proper tools to complete their work. Ask your people what they need to complete their tasks, give them the required tools, and let them take ownership of their work. Be sure to check in regularly to ask about any obstacles that might arise.":1,"#ISBN: 978-1-637745-07-6":1,"#At the same time, let people know that you’re always available to discuss their well-being and needs. This will help shift the focus from measurement of work hours to meaningful action.":1,"#Eliminate the idea that employees must respond to work-related communications during nonworking hours.":1,"#Let employees know that working overtime isn’t necessarily beneficial. Remind them that your focus is on wellness rather than specific hours of work.":1,"#Follow this two-step process to prioritize your staff’s well-being:":1,"#Work should empower your staff, not make them feel stressed or sick. Being “crazy busy” is less important than making true progress. Results, not just activity, should be the goal.":1,"#Mark important tasks on a calendar and add a reminder to yourself to ask each team member to describe their full understanding of the assignment. Be sure to follow up on any inconsistencies or misunderstandings they might have.":1,"#<em ljsid-0=\"\">Task clarity</em>. Show employees how their tasks fit into the larger strategic picture. Verify that each team member understands the purpose of their task or project. Ask follow-up questions to ensure that roles are understood.":1,"#<em ljsid-0=\"\">Behavior clarity</em>. Tell staff members why their specific job methods are important to the overall organizational strategy. Let them know how top-level performers in similar positions approach their duties.":1,"#<em ljsid-0=\"\">Role clarity</em>. Make sure that employee job descriptions match their actual work duties.":1,"#©2024 by Matt Tenney":1,"#Employees need to know exactly what’s expected from them. Use open communication that’s based on the following three touch points:":1,"#Currently, only one in four employees report feeling appreciated. To make staff truly feel appreciated, single out one person on a particdular day, at least once per week, to recognize for performance. Build a culture of appreciation by letting employees know what you’re working on and why. Invite team members to do the same. This will build mutual trust and engagement.":1,"#Appreciation":1,"#The first stage of transformation is using the four-step strategy to inspire greatness, identify staff needs, obtain feedback, and connect feedback to leadership training. The second stage is learning to integrate the <em ljsid-1=\"\">14 universal needs</em> of workers as foundational habits in your organization: (1) appreciation, (2) clear expectations, (3) well-being, (4) tools, (5) leveraged strengths, (6) being heard, (7) feedback, (8) autonomy, (9) growth, (10) trust, (11) care, (12) belonging, (13) meaning, and (14) excellence.":1,"#Part 2: Building Habits That Inspire Greatness":1,"#In addition to maximizing performance, this approach positively impacts employees by providing them with a greater chance to be heard and to thrive.":1,"#<em ljsid-0=\"\">Improved engagement</em>. Employees who see that action has been taken in response to their feedback grow more confident about offering feedback in the future. This creates a greater degree of insight for managers, kickstarting a continuous cycle of improvement.":1,"#<em ljsid-0=\"\">Seamless integration</em>. Focused training allows managers to make real-time adjustments without radically disrupting the workflow.":1,"#<em ljsid-0=\"\">Lasting results</em>. Feedback helps training focus on specific, achievable areas of improvement, leading to behavior shifts that eventually become routine.":1,"#by Matt Tenney":1,"#<em ljsid-0=\"\">Improved training</em>. Leaders are more responsive to training that integrates timely staff feedback.":1,"#Make a habit of linking employee feedback to leadership training. Plan training sessions so that they occur just after the results of feedback surveys are analyzed. This provides the following four benefits:":1,"#Leadership Development That Creates a Lasting Impact":1,"#The <em ljsid-1=\"\">virtuous cycle of feedback</em> consists of seeing action, giving feedback, and feeling heard. Repeat this process frequently, focusing questions on staff happiness, growth, and perception of management. Send a short survey limited to two or three questions to employees every two weeks. Quickly and meaningfully respond to any actionable feedback you receive.":1,"#<em ljsid-0=\"\">Bad questions</em>. Surveys that mention leaders often fail to connect the questions to simple, actionable issues. They may ask if employees feel confident about a particular manager but fail to ask what specific traits or behaviors inspire that confidence.":1,"#<em ljsid-0=\"\">Wrong variables</em>. Generic surveys focus on broad issues rather than drilling down on manager/staff relations. Keep feedback focused on people-based variables.":1,"#<em ljsid-0=\"\">Too much information</em>. Leaders need information that can be acted on quickly to show their employees that they’re responsive. If too many problems are identified at once, leaders may be too slow to act.":1,"#Feedback is essential for understanding staff needs. However, when engaging in feedback, avoid these three scenarios:":1,"#How to Know Whether You’re Helping People":1,"#Effective leaders inspire greatness by prioritizing the people who work for them. They question team members regularly to determine what they need to succeed and then make every possible effort to give it to them. They openly communicate concern for staff members’ happiness and job satisfaction. They always ask, “How can I inspire greatness in my team?”":1,"#How to Motivate Employees with a Simple, Repeatable, Scalable Process":1,"#The prevailing idea at many companies is that leaders create plans that are faithfully executed by staff. This approach results in mediocre engagement, because effective leadership actually boils down to one fundamental duty: inspiring greatness in others.":1,"#The Primary Job of a Leader":1,"#Employee engagement has remained stagnant for two decades because of three interconnected issues: viewing employee engagement as an “HR problem,” inadequate leadership training, and improper use of employee feedback. In reality, engagement is a core leadership responsibility based on helping people to feel great about themselves and their work.":1,"#Engaged employees go the extra mile and deliver enhanced results, such as 81 percent lower absenteeism, 30 percent increased employee retention, and over 20 percent higher profitability.":1,"#Managerial influence accounts for over 70 percent of employee engagement. Perks and high salaries may keep people satisfied in their jobs, but to increase performance you must fuse leadership training and employee feedback as tightly as possible.":1,"#Managerial influence accounts for over 70 percent of employee engagement. Perks and high salaries may keep people satisfied in their jobs, but to increase performance...":1,"#Any leader can use a straightforward, four-step process to motivate employees. Tenney’s strategy helps to both attract talent and drive high performance. One of its key ideas is that universal principles of leadership can be learned and applied by anyone. Regardless of your specific business or staff, you can motivate employees if you aim to inspire greatness, understand staff needs, seek regular feedback, and connect feedback to leadership training.":1,"#Part 1: A Simple, Repeatable, Scalable Process":1,"#Build habits that inspire greatness by focusing on the <em ljsid-1=\"\">universal needs</em> of workers: appreciation, clear expectations, well-being, tools, leveraged strengths, being heard, feedback, autonomy, growth, trust, care, belonging, meaning, and excellence.":1,"#Clicking this link will redirect to relevant products for the Author Matt Tenney.":1,"#A proven system with simple methods can help you manifest your vision of your future. Follow this system to make your dreams a reality.":1,"#Common goals include improved finances, better physical and mental health, and fulfilling personal relationships. The same 12 steps can help you achieve any of these goals, and more.":1,"#You have control over your own success. What you think influences what you do, and what you do helps you achieve your goals. Use the power of your mind to direct your life.":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Brian Tracy</a> </strong>is one of the top professional speakers and trainers in the world today. He’s spoken to many millions of people on the subjects of leadership, strategy, sales, and personal and business success. He’s given more than 5,000 talks and seminars to 5 million people throughout the United States, Canada, and 120 different countries worldwide. Tracy is the chairman of Tracy International, a human resource development company headquartered in Solana Beach, California. He’s written 93 books and produced more than 1,000 audio and video training programs. His materials have been translated into 55 languages and are used in 72 countries.":1,"#By embracing a framework, process, and simple methods for achieving your goals, you have the power to accomplish anything you desire in your life. Believe in yourself and make these practices habits. Even the smallest step each day in the direction of achieving a goal is one step closer to the outcome you want.":1,"#Persistence is your greatest asset in achieving your success. Remember that you can learn whatever you need to know and do to achieve your goals. Therefore, there’s no need to let fear stand in your way. Take care of yourself physically and mentally so you have the energy to stay on course. Be willing to take risks and practice self-discipline.":1,"#Develop emotional intensity around your vision.":1,"#Create a vivid image of your vision for yourself.":1,"#Hold that mental picture in your mind for as long as you can.":1,"#Visualize your ideal future frequently.":1,"#Always keep your goals and your vision for your future top of mind. Practice the <em ljsid-1=\"\">four parts of visualization</em> to obtain the greatest benefit from the process:":1,"#Success comes through achieving the goals you desire in a deliberate manner. Choose your goals thoughtfully, write them down, make a plan, and commit to executing that plan every day.":1,"#Do something each day that will move them toward their goals.":1,"#Take action of any kind in pursuit of their goals.":1,"#Prioritize their list of goals.":1,"#List every step they must take to achieve each goal.":1,"#Write their goals down.":1,"#Decide what they want to achieve in their lives.":1,"#One of the most valuable contributions you can make is to help others be successful in achieving their goals. Share the 10-goal exercise with friends, family, and colleagues and encourage them to establish habits that will help them succeed. Teach them the <em ljsid-1=\"\">seven-part goal-setting exercise</em> by asking them to do the following:":1,"#Maintain Momentum":1,"#To keep your mind focused on your ambition, apply the <em ljsid-1=\"\">10-goal exercise</em> and the <em ljsid-3=\"\">three p</em><em ljsid-4=\"\"> formula</em>. Each day, write down your 10 most important goals without reviewing what you wrote the day before. Make sure they’re in the <em ljsid-6=\"\">present tense</em> and are <em ljsid-8=\"\">positive</em> and <em ljsid-10=\"\">personal</em>. Eventually, you’ll find yourself writing down the same goals every day. This process will give you the mental programming you need to boost your progress toward achieving your goals.":1,"#The simple advice leadership expert Brian Tracy offers to anyone who wants to be successful is, “Write down your goals, make plans to achieve them, and work on your plans every single day.” In the third edition of <strong ljsid-1=\"\">Goals!</strong>, Tracy expands on this advice by sharing a proven framework, process, and easy-to-follow methods for accomplishing your goals faster than you ever thought possible.":1,"#Time is a precious and nonrenewable resource. Use it wisely in executing your plan. Allow for flexibility as your priorities shift. Be thoughtful about the decisions you make and the actions you take. Be clear about your long-term and short-term goals and learn to distinguish between the urgent and the important. Always consider the consequences of a particular task in terms of its value. Remember that 20 percent of your activities will deliver 80 percent of your value. Develop good time management habits.":1,"#A list of people and entities that can help you.":1,"#A plan to acquire that knowledge and skills.":1,"#An understanding of the knowledge and skills you’ll need to achieve your end result.":1,"#A prioritized list of constraints.":1,"#Measures and deadlines for tracking your progress.":1,"#A written and prioritized set of goals.":1,"#A clear vision of your end result and why you want to achieve it.":1,"#Goal setting and planning are the most essential skills for achieving what you desire. Base your goal achievement plan on these seven ingredients:":1,"#The need to overcome obstacles is inevitable. Perseverance is your tool. There will always be failures and setbacks; what’s most important is what you learn from them. Maintain a <em ljsid-1=\"\">solution orientation</em> mindset. Develop your problem-solving skills. Always examine your role when an issue arises. Don’t let fear, doubt, and negative emotions hold you back. Courage and confidence come naturally as you increase your knowledge and develop your skills. Avoid <em ljsid-3=\"\">learned</em><em ljsid-4=\"\"> helplessness</em> by taking on challenges outside your comfort zone. Prioritize any obstacles you encounter and focus on overcoming the ones that are most problematic. Always make sure you’re applying the right solution to the right problem.":1,"#ISBN: 979-8-890-57043-7":1,"#Use the power of both your conscious and subconscious minds to achieve your goals. Think about what you want, make a plan, and then embed your ambition into your subconscious. Create measures and milestones to chart your progress. Make <em ljsid-1=\"\">commitment, completion</em>, and <em ljsid-3=\"\">closure</em> your keys to peak performance. Develop a reputation for dependability. No task is too large if you break it down into smaller tasks. Use the adage “what gets measured gets done” as inspiration for managing your goal-achieving process.":1,"#Manage Your Process":1,"#One of your life goals should be health and wellness. Just as in achieving other goals, you’re responsible for your physical and mental health. Apply the 12-step goal-setting process to this goal, too. Decide to live a healthy life. Take action every day in the direction of improving your fitness. Simple actions can deliver significant results, especially when they become daily habits.":1,"#Strong and loving relationships are crucial to your happiness. You can use the 12-step goal-setting process to improve your family life and relationships, just like any other goal. Imagine and believe that harmonious relationships are achievable. Write that goal down, determine your starting point, set your deadline, identify any obstacles, perform a skills analysis, then take the right steps to make your dream a reality.":1,"#Your expertise is a competitive differentiator. You can learn anything you need to know that will help you reach your goals. Find out what you need to know, then make and follow a learning plan. Evaluate your skill levels and take advantage of every opportunity to improve them, including formal and informal education, assistance from others, and career moves. Assess your results and move to the next level. Practice what you learn. Know what you’re good at and build upon the foundation of your strengths.":1,"#Managing your money is one of your biggest life responsibilities. Be honest with yourself about your financial desires. Take control of your finances by setting short-, medium-, and long-term goals using the 12-step goal-setting process.":1,"#To achieve your goals, you must map your destination. Determine where you are in every aspect of your life in relation to achieving your goals. Your actions should be focused on bridging the gaps between where you are now and reaching your goal. Apply <em ljsid-1=\"\">zero-based-thinking</em> to decide which actions you should follow through with and which you should give up. Do a skills inventory and take steps to build the right skills for your journey.":1,"#Launch Your Journey":1,"#Your <em ljsid-1=\"\">major definite purpose</em> is your most important overarching goal. It generates a laser focus, attracts others to you, and activates your subconscious mind. Your major definite purpose serves as an umbrella for the supporting goals that will help you achieve it. This purpose must be something you deeply want that’s achievable, quantifiable, and has a good likelihood of success. List every action you must take to move forward with your goal and what it will cost you in effort to achieve that goal, then commit to taking at least one action toward it each day.":1,"#Never stop trying.":1,"#©2003, 2010, 2025 by Brian Tracy":1,"#Visualize your goal constantly.":1,"#Create a plan for achieving your goal.":1,"#Identify who can help you achieve it.":1,"#Determine what knowledge and skills you’ll need to achieve your goal.":1,"#Identify any obstacles.":1,"#Set a deadline for achieving that goal.":1,"#Understand why you desire a specific goal.":1,"#Decide where to start.":1,"#Put your goal in writing.":1,"#Believe you can achieve your goal.":1,"#Determine what you really want.":1,"#Setting and achieving goals requires significant self-discipline. Follow this <em ljsid-1=\"\">12-step goal-setting process</em> to succeed with any goal:":1,"#A distinguishing characteristic of leaders is that they have a vision for the future. When you create a vision of your future, you’ll act in ways that make that vision come true. Maintain a <em ljsid-1=\"\">future orientation</em> by creating a five-year plan for your life. Imagine all the possibilities open to you. Don’t compromise on your dream. Establish your financial ideal and envision your perfect personal life. With a complete vision of every aspect of your future in mind, you can take the right actions to create that future.":1,"#What you believe helps shape your reality and your behavior. You can change your life by changing your thinking. Resist self-limiting beliefs about what you can accomplish. Ignore the naysayers around you. When you think of yourself as capable of achieving your goals, your actions will begin to move you in that direction. Behave in alignment with your new view of yourself and you’ll become who you want to be.":1,"#Successful people know themselves and the values they hold. Without a strong sense of what you value, you can’t decide on and pursue a goal. Your values are the core driver of who you are and everything you do. Clarity around your values will make your actions more effective. Explore what’s important to you and how other people view you. Determine whether your actions are aligning with what you value. If not, make changes in your behavior.":1,"#Your <em ljsid-1=\"\">superconscious mind</em> is a superpower. It’s the source for “aha” moments, ideas, insights, and inspiration you wouldn’t have otherwise. Create the right conditions for your superconscious mind by being calm, relaxed, and open to your intuition. You can activate your superconscious mind by writing down and visualizing clear and specific goals. Recognize moments of <em ljsid-3=\"\">serendipity</em> and <em ljsid-5=\"\">synchronicity</em>, which are often signals from your superconscious mind. Stimulate your superconscious mind by focusing intently on your goal-oriented work or by consciously relaxing and opening your mind to inspiration.":1,"#Changing your life begins with you. You’re responsible for your destiny. Your worst adversary is negative emotions. Your best defense against them is to take personal responsibility for your feelings and your actions. Stop looking for justification for your unhappiness. Don’t rationalize or make excuses when situations don’t go well for you. Ignore others’ negativity and avoid adopting a victim mentality. As you embrace responsibility, you’ll feel a sense of control and happiness. Your unlimited potential and personal responsibility create the foundation for crafting your future.":1,"#Changing your life begins with you. You’re responsible for your destiny. Your worst adversary is negative emotions. Your...":1,"#Uneducated, unskilled, and moving from one entry-level job to another, Tracy didn’t begin to see real success until he wrote down a specific sales goal in his cold-call selling job. Realizing that committing to a goal was what made the difference, he parlayed that practice into a strategy that’s helped him and others achieve whatever they set their minds to. To unlock your potential, decide on your goals, then commit to following your plans to achieve them every day.":1,"#Take Charge of Your Success":1,"#How to Get Everything You Want—Faster Than You Ever Thought Possible":1,"#This article examines whether letting employees choose their internal assignments boosts performance or simply improves morale. A large organizational study comparing manager-directed placements with preference-based matches found that manager-led assignments generated far higher predicted productivity, whereas employee-chosen roles greatly increased personal satisfaction despite poorer skill alignment. The discrepancy arose largely because workers often lacked accurate information about their strengths, organizational needs, or the true demands of each role. To balance productivity with engagement, the authors propose hybrid internal-talent systems that combine better information, targeted incentives, and coordinated decision-making to align worker preferences with company priorities.":1,"#A Better Way to Manage Internal Talent Markets":1,"#Preparation is the key to successful mentor meetings.":1,"#<a ljsid-0=\"\">Janice Omadeke</a> is a pioneering serial entrepreneur who made a life-altering decision when she transitioned from her role as a corporate graphic designer to embark on a journey into tech entrepreneurship. She’s the exited CEO and founder of The Mentor Method, an enterprise software designed to drive transformative change within company cultures through the power of mentorship. She honed this model through over a decade of leadership experience within Fortune 500 companies. Her roster of influential clients includes Amazon and the US Department of Education.":1,"#Take time to determine the communication style, meeting structure, and feedback loop that works best for you and your mentee. Your goal should be to make a positive impact on your mentee’s development, so don’t put unnecessary pressure on yourself to be transformative. Remember to enjoy the journey for the growth it provides you.":1,"#Being a mentor isn’t about fitting a prescribed leadership mold and solving your mentee’s problems. Rather, mentorship is a journey of collective growth and authentic progress on individual goals. You don’t need to have a life free from problems to be a successful mentor, as mentees often appreciate hearing that their mentor has their own challenges.":1,"#Crafting Your Authentic Mentor Identity for a Fulfilling Experience":1,"#As an entrepreneur mentor, be willing to openly share failures, exercise patience, and challenge your mentee to embrace new growth areas. It’s important to act as a guide and refrain from imposing your journey as a universally correct solution. In addition, don’t be afraid to reach out to individuals with diverse backgrounds. Mentorship increases minority representation from 9 to 24 percent at the management level and significantly improves the networking ability of those without preexisting support systems.":1,"#Mentorship requires mutual investment and guidance, so it’s natural that 89 percent of mentees eventually become mentors. Determining your style of mentorship requires reflection on your experiences with positive mentors and your behavioral indicators. Successful mentors excel at active listening, feedback, knowledge sharing, and networking, so growing these skills today will make you a better mentor tomorrow.":1,"#Core Principles for Becoming an Effective Mentor":1,"#Be sure to approach each type of mentor with consideration for their motivations and expertise. Entrepreneur mentors excel at providing strategic insights based on their trial and error, so be prepared to explain your business capabilities, roadmap, and projections.":1,"#Mentor personas help you refine your mentor criteria and search efforts.":1,"#<em ljsid-0=\"\">Personal development</em>. Lean on others to handle stress and personal challenges.":1,"#<em ljsid-0=\"\">Brand and marketing</em>. A strong brand presence can help grow your personal network.":1,"#<em ljsid-0=\"\">Technical and product</em>. Using the right technology for the job increases efficiency.":1,"#<em ljsid-0=\"\">Peer</em>. Sharing experiences between entrepreneurs leads to a shared wealth of knowledge.":1,"#<em ljsid-0=\"\">Financial</em>. Carefully planned finances support long-term sustainability.":1,"#<em ljsid-0=\"\">Efficiency and leadership</em>. Your ability to manage others translates to your ability to scale.":1,"#<em ljsid-0=\"\">Fundraising and investment</em>. Raising capital is a necessary and complex step of entrepreneurship.":1,"#<em ljsid-0=\"\">Industry expert</em>. Understanding the sales cycles, regulations, and trends of your market enables smarter decision-making.":1,"#Entrepreneurs are often responsible for developing a wide variety of skills to grow their businesses. Without the resources and direction to hire a leadership team or consultants, a network of mentors is incredibly valuable to reduce common mistakes and grow faster. The following mentor archetypes are instrumental to the success of your entrepreneurial endeavor:":1,"#Establishing Mentor Relationships in the Early Days of Entrepreneurship":1,"#Determine your strengths, goals, and motivations before targeting a mentor archetype.":1,"#When you reach the mid-level management stage of your career, mentorship is best harnessed to plan your career path in leadership and hone your relationship-building skills. Additionally, developing a stronger business sense enables you to translate business objectives to your teams. As an experienced professional, mentors are necessary advisors that offer external perspectives, industry trend research, and connections with other leaders.":1,"#For new members of the professional workforce, an early mentor can help accelerate growth during a traditionally confusing stage of career development. Mentors within your organization are particularly helpful here, as unspoken rules and culture norms aren’t obvious to new employees. Professionals moving to a new industry should use mentors to transfer their skills between fields and get up-to-date on industry trends.":1,"#Navigating Mentor Relationships Throughout Your Career":1,"#<em ljsid-0=\"\">Long-term relationship</em>. Lean on your developed mutual trust to have more complex conversations.":1,"#<em ljsid-0=\"\">Personal insights</em>. Connect your professional journey to your personal ambitions.":1,"#<em ljsid-0=\"\">Seeking guidance</em>. Learn from your mentor’s insights to tackle challenges.":1,"#<em ljsid-0=\"\">Sharing experiences</em>. Compare how you and your mentor handled similar situations.":1,"#<em ljsid-0=\"\">Initial connection</em>. Take time to get to know one another on a human level.":1,"#Every mentorship is unique, but these five stages of mentor relationships appear in most connections:":1,"#The foundation of a successful mentorship is built on reciprocity. When you’re closely connected to your mentor’s interests and specialties, your fresh perspective, research, and connections will be valuable even to an experienced professional. Remain aware of the depth of your connection by analyzing how frequently you interact, you and your mentor’s level of comfort, and the quality of shared interests.":1,"#Personal development and career growth can feel like a fiercely independent journey, but you don’t have to do it alone. In <strong ljsid-1=\"\">Mentorship Unlocked</strong>, Janice Omadeke details the principles of mentorship and outlines how you can achieve your goals through collaboration with experienced professionals. Regardless of your role, the right mentor can keep you accountable to your goals, provide valuable feedback, and share their related experiences. By displaying genuine appreciation for your mentor’s expertise, offering reciprocal collaboration, and developing your relationship-building skills, you can unlock your potential with the power of mentorship.":1,"#Fostering a Powerful Connection":1,"#Thoughtful preparation before a meeting shows your commitment to the process and makes it easier for your mentor to navigate various topics. Anticipate likely questions, keep your mind open to feedback, and set personal goals for the meeting to capitalize on the time you have with your mentor.":1,"#<em ljsid-0=\"\">Set intention and direction</em>. Create an agenda for the meeting that relates to your goals.":1,"#<em ljsid-0=\"\">Identify knowledge gaps</em>. Find new developmental areas.":1,"#<em ljsid-0=\"\">Measure impact and learning</em>. Display how your mentor’s insight influenced a decision.":1,"#<em ljsid-0=\"\">Reflect on progress and growth</em>. Update your mentor on any progress and success stories.":1,"#With a mentor relationship established, organizing your timeline, meeting schedule, and goals is essential to generating shared value. Consider reflecting on the following elements before meetings to build a deeper bond with every interaction:":1,"#Preparing for Mentor Interactions for Better Results":1,"#Within the invitation meeting, take time to define goals in granular detail and outline the commitment level that you expect from both parties. Potential mentors might be concerned about the time requirement of the relationship, so be as accommodating as possible of their schedule and prioritize efficiency in scheduled meetings. If you’re rejected, don’t take it personally and be open to future network opportunities.":1,"#How you approach an invitation to mentorship is determined by your relationship, values, and shared aspirations. Your prospective mentor is more likely to be interested in mentorship if you’re passionate about their unique qualities, so come prepared with examples of how their specific qualifications are applicable to your goals.":1,"#ISBN: 978-1-394-24322-8":1,"#During your introductory meetings, keep the tone conversational and allow yourself to be guided by the natural flow of the discussion. Ideally, you’ll have more to discuss than time allows, but remain respectful of your potential mentor’s time and use the last few minutes to ask if there’s any support you can provide them. Be sure to take time after the meeting to reflect, and then send a thank-you note that expresses appreciation, key insights, and aspiration for future conversations.":1,"#Before jumping into mentorship, it’s important to set up introductory meetings to get to know prospective mentors on personal and professional levels. To stay organized, create a mentor tracking spreadsheet that contains the name, contact information, role, and expertise of each prospect. When sending a meeting invitation, express your desire for connection and don’t immediately mention mentorship.":1,"#Genuine Connections":1,"#<em ljsid-0=\"\">Mentorship goals</em>. Outline the areas you want to grow in.":1,"#<em ljsid-0=\"\">Seeking a mentor</em>. Explain the type of mentor you’re looking for.":1,"#<em ljsid-0=\"\">Professional achievements</em>. Demonstrate competency by describing past accomplishments.":1,"#<em ljsid-0=\"\">Unique qualities</em>. Showcase what makes you stand out in your field.":1,"#<em ljsid-0=\"\">Highlight your passion</em>. Describe why you’re enthusiastic about your industry.":1,"#<em ljsid-0=\"\">Introduction</em>. Start with your full name and current role.":1,"#©2024 by Janice Omadeke":1,"#The following exercise details the six essential steps to a 30-second elevator overview:":1,"#When approaching a mentor who fits your persona, it helps to have a prepared <em ljsid-1=\"\">elevator overview</em>, or a summary of your mentorship goals, career status, and passions. Just as you want a comprehensive understanding of a prospective mentor, they also want to know your capabilities, strengths, and aspirations.":1,"#Creating a Narrative That Resonates":1,"#To match your persona to prospective mentors, leverage your digital connections, existing network, and relationships within your organization. While your current relationships can evolve into mentorships, you should prioritize alignment with your mentor persona over preexisting trust. Your future mentor may not align perfectly with your persona, but the process of building your ideal mentor dramatically increases the likelihood of a successful match.":1,"#In marketing, a <em ljsid-1=\"\">persona</em> is an ideal customer archetype for a campaign. The process of creating a <em ljsid-3=\"\">mentor persona</em> similarly refines your criteria for a mentor through the identification of ideal qualifications like leadership style, behavioral patterns, and professional affiliations. Be open-minded to mentors from different backgrounds and avoid judging prospects by their superficial qualities.":1,"#Finding Mentors and Developing Your Mentor Persona":1,"#<em ljsid-0=\"\">Peer mentor</em>. Similar experience levels can lead to more actionable advice.":1,"#<em ljsid-0=\"\">Influential ally</em>. Having an outspoken advocate can improve your happiness and belonging.":1,"#<em ljsid-0=\"\">Network mentor</em>. Relationship development skills are crucial to network building.":1,"#<em ljsid-0=\"\">Industry mentor</em>. Increased industry knowledge translates to increased career opportunities.":1,"#by Janice Omadeke":1,"#<em ljsid-0=\"\">Money-minded mentor</em>. Excelling at negotiation is key to increasing salary.":1,"#<em ljsid-0=\"\">Skill master</em>. Developing a specific skill can help narrow your focus.":1,"#<em ljsid-0=\"\">Company insider</em>. Knowing how to excel at your company is essential to growth.":1,"#Understanding the following <em ljsid-1=\"\">mentor archetypes</em> can lead to a more useful mentorship:":1,"#At its core, mentorship is a collaboration between a mentee seeking growth and a mentor eager to share their experience, connections, and wisdom. While 71 percent of mentors work with those who share the same gender or race, mentorship excels when those with different backgrounds learn from each other. When choosing a mentor, prioritize one that shares your values, is open-minded, and has a large network.":1,"#Essential Mentorship Principles for All":1,"#How will I track progress and accountability?":1,"#Have I fully assessed my inner environment?":1,"#What are my personal strengths and areas for improvement?":1,"#What am I hoping a mentor will help me solve?":1,"#The Science and Art of Setting Yourself Up for Success":1,"#Why do I want a mentor right now?":1,"#Answer the following five questions to better understand your mentorship goals:":1,"#When racing up the corporate ladder, it’s important to catch your breath and consider how your goals align with your actions. It’s easy to get stuck in an unhealthy environment because you’re focused on your company’s goals instead of your own. Before you find a mentor, take time to determine your professional identity and understand what keeps you motivated.":1,"#The Inner Compass":1,"#Choosing to work with a career mentor is akin to becoming the CEO of your career path. In both mentorship and entrepreneurship, you must take initiative, handle high levels of risk, and be adaptable to an ever-changing landscape. Controlling the trajectory of your life begins by building a support system that keeps you accountable, focused, and driven.":1,"#Choosing to work with a career mentor is akin to becoming the CEO of your career path. In both mentorship and entrepreneurship, you must take initiative, handle high levels of risk, and be adaptable to an ever-changing landscape....":1,"#For professionals across the world, career progression often feels more like a navigation of circumstances than an intentional act of personal growth. Determining your career direction requires independence, but self-sufficiency doesn’t have to come from solitude. Rather, identifying and working with the right mentor can help you speed up skill development, handle tougher challenges, and utilize your unique talents and personality.":1,"#Develop your own mentor identity to guide others as you’ve been guided.":1,"#Mentorship works best when the relationship is reciprocal, respectful, and authentic.":1,"#Clicking this link will redirect to relevant products for the Author Janice Omadeke.":1,"#This article discusses an analysis of 12 million professional connections from 2 million employees across 1,553 Korean firms, that found that companies with highly connected employees achieved stronger year-over-year performance. Crucially, firm success was driven not by employees who collected many contacts but by those whose business cards others frequently uploaded—an indicator of their centrality and influence within networks. According to the research, these well-connected employees lowered coordination costs, enhanced firm reputation, and helped their companies secure government contracts and favorable media coverage, yielding tangible performance benefits.":1,"#Well-Connected Employees Can Boost Firm Performance":1,"#Investor updates used to be the bane of Aakash Shah’s month. Now, he says,< it’s “just an afternoon with coffee.” Shah founded allergy tech startup Wyndly in 2020, and would spend hours weaving together data from disconnected sources. As a self-proclaimed “hobby coder,” Shah, the company’s CEO, found himself trying to program his own analysis system, to no avail. Then, earlier this year, Shah’s lead engineer gave him a tip: download Claude Code, a new AI-powered software engineering tool from San Francisco-based startup Anthropic, and just ask it to conduct the analysis he needed.":1,"#by Ben Sherry":1,"#By launching the vibe-coding trend, Anthropic has made it easy for startups to write simple code and even create complex products. As the company hits $9 billion in revenue, rivals like OpenAI are scrambling to catch up.":1,"#Over the past four decades, Prologis has grown into the world's largest real estate investment trust (REIT), with $215 billion in assets under management and 6,000 properties. A core driver of that success has been the company's ability to anticipate change, from the rise of e-commerce and automation in the early 2000s to increasing demands for services, energy, and data centers more recently. To do that, Prologis has followed a simple playbook: Listen to customers, position yourself to act, experiment, and then invest.":1,"#Hamid Moghadam":1,"#The Founder and CEO of Prologis on Staying Ahead of Disruptive Change":1,"#Artificial intelligence is often hailed as a game changer, but too many firms discover that their bold AI pilots collapse when their operating models can't support them. In this article the authors argue that AI success depends less on the algorithms than on the fit between a company's ambitions and its organizational reality. Drawing on research and using company examples across industries, they introduce a framework built on two dimensions—value-chain control (the degree of influence a company has over the journey from idea to market) and technological breadth (the range and interdependence of the technologies a company must integrate to compete). They examine the four resulting strategies companies can use to turn AI's potential into performance: focused differentiation, vertical integration, collaborative ecosystem, and platform leadership.":1,"#Julian Nolan, Christopher J. Wright, Cyril Bouquet":1,"#Match Your AI Strategy to Your Organization's Reality":1,"#Gen AI tools offer unprecedented opportunities, but organizations adopting them often experience an initial dip in productivity before seeing sustained gains. This \"productivity J-curve\" reflects the growing pains of integrating new systems, reorganizing workflows, and investing in complementary capabilities. To bridge the gap between adoption and measurable impact, some smart companies are taking a disciplined approach: organizational experimentation. By designing targeted experiments and using scientific methods to test, refine, and scale promising solutions, firms such as Siemens, Procter & Gamble, and Google are reducing risk while accelerating learning. The path to gen-AI-driven value is neither quick nor linear, but organizations that invest in experimentation will ultimately navigate uncertainty more successfully and turn potential into real performance gains.":1,"#Clicking this link will redirect to relevant products for the Author Ben Sherry.":1,"#Raffaella Sadun, Johannes Berndt, Florian Englmair, Nikolaus von Hesler, Jorge Tamayo":1,"#A Systematic Approach to Experimenting with Gen AI":1},"version":199160}]