Throwing Copper

Every so often we get a reminder of how the things we take for granted have a habit of biting us in the posterior when we least expect it. For example, take the case of the railway copper theft in East London this past week.

That’s right – forget your gold or platinum, copper is the precious (?!) metal on the move with it being worth in the region of £6,000 per ton.

(I say that like I am aware that this is a massive hike from previous amounts but I really have no clue – where does aluminium fit in to this? I could be a Diet Coke can millionaire)

"Ahhh my retirement fund - I have been expecting you!" Image by cackhanded via Flickr

Due to the rise in value some thieves removed the copper lines that are required for trains to run on the Central Line in the East London area of the Underground, meaning that things came grinding to a halt earlier this week. Transport for London even went on to say that after terrorism, the removal of such materials/equipment from their lines was the biggest threat to the Underground service. No mention of where signal problems on the Bank branch of the Northern Line causing delays ranked but I am sure this was up there.


Nevertheless it is an example of how an everyday, taken for granted resource can bring a vital service to a halt with immediate effect. It got me thinking about it in the context of mentoring or coaching for all us HR professionals to bear in mind - what is the asset that we need to make sure is, ahem, copper bottomed to ensure success in these areas?


Well mentoring is often aimed at being learner lead and reading Julie Starr’s excellent ‘Coaching Manual’, I was struck by how non-directive conversations can be used to empower people. This was a reminder of what many coaches state – you are aiming to equip the person or organisation with the skills and wherewithal to move resolve their issue and have strategies they can apply when moving forward, not as a repeat crux for the problems they are having.


Viewing it in this context, I wonder if a coach or mentor’s version of copper rails is not losing sight of the fact they should letting people to their own devices at the end of the assignment/project? Or maybe you might think that being able to resist the temptation to jump in and be really direct and supervise a peer on the way forward, rather than letting the solutions be a joint venture?


Perhaps you think it is none of the above – if so, what would you consider to be the equivalent of copper?


You might take it for granted but will know its value when it delays your journey – whether it be professional or geographical.

p.s. prize for anyone who can spot the mid-90s musical reference in this post

A thousand benefits summarised in one sentence

I was thinking about how best to follow on from my last post about mentoring, how the term has been slightly high jacked by third parties and possible suggestions to encourage would be participants in schemes to take part.

I was really struggling to put together something simple and catchy, when I stumbled across the following sentence from Seth Godin’s book ‘Linchpin’:


“Mentoring is rarely about the facts of the deal (the facts of the deal can be easily found), but instead is a transfer of emotion and confidence”


Wowzer. I think that pretty much hits the nail on the head.


The context for the above sentence was Godin inviting Lester Wunderman to serve on the board of one of his internet companies, expecting him to give him the low down on direct marketing. Although they did learn it was about different areas such as decision making and strategy. The point is finding facts and information is the easy bit, anyone with a work ethic can do this on their own.





Image via Wikipedia

Who could not learn something from a man with jumpers like this? He had to sit down when the photo was taken otherwise any movement would mean he would be strobbing in shot

The sentence and the example in general help illustrate two things. Firstly, the quote helps illustrate that information is important but not knowing or not having the will/confidence to apply it makes its value redundant. Secondly the beauty of mentoring is the realisation on the part of the mentee of their ability to grab the tools at their own disposal, realising their skills and knowledge and then acting on it accordingly. This is coupled with (and this is the real kicker) that in doing so they might find the question or goal they had set out to do had completely changed as a result of being mentored – as shown in the example given with Wunderman.


The possibilities for change are endless, as finding a new answer can lead you down another, new exciting path.


Looking at it this way, who would not want to do it?

"You know Kevin, its not always easy being a hero"

Ahhhhh the knowledge of Mr Arnold in the Wonder Years - he really did have it all locked down in terms of advice and suggestions to Kevin, didn't he? Though it is not always easy being a hero, we all need them.

Image via Wikipedia

Winnie would never get another dude as righteous and cool as Kevin. The actor who played Paul (left) went on to give it up a career on stage and went on to become lead singer of Marilyn Manson

 I was having a conversation recently about mentoring and it reminded me of the scene from this episode. The other person was fearful about taking up some mentoring responsibilities, despite my best efforts to convince them otherwise - just to mention this was not within a work context but via the CIPD scheme (for more details check out my previous posts).


Their fears were about somehow being discovered as some sort of fraud, that being the mentor you were expected to have all the answers, knowledge and direction in the relationship; very much the vision of the HR Obi-Wan Kenobi so to speak.




Image via Wikipedia

"Do you have my wallet? This has no pockets and I keep losing it"

I do wonder if the perception of mentoring has been rather distorted by high profile "examples" of its practice such as the X-Factor. The mentor's opinion dominates as they provide advice/guidance to candidates for the position of recording artist; week after week they are expected to follow it remorselessly; in instances where the performance does not work the mentor is criticised for the choices they have made on behalf of the mentee and, more often then not as there is only one winner on the show, those who are not thought up to scratch get dumped on the scrap heap.

Whats left? Feelings of despair. Loss. Anger. All things which should not come out of a mentoring relationship.


This all loses sight of the fact that mentoring is a personal development process in which the mentee takes ownership of the direction it takes. The mentor role is to help shine a light on the mentees' thinking, so to speak, probing and asking questions - not decide what the successful outcomes should be or how the mentee should be able to recognise them.


I will have a couple more practical suggestions over the next week about what this might look like so watch this space. In the meantime be a hero. Mentor.

And if in doubt, just think "what would Mr Arnold do?"

Related articles

• Some thoughts on mentoring (disambiguity.com)
• Inaugural Mentoring Program Provides Arizona Technology Council Members with Education and Business Support (eon.businesswire.com)

CIPD Mentoring Event - TONIGHT!

If you have read my previous posts you will know that tonight is the West London Branch of the CIPD’s ‘Turbo Charge through Tough Time with Mentoring’ – I know, the anticipation is getting too much for me too!

In light of yesterdays announcements by the government of widespread budget cuts, this event is quite apt. There would seem to be pretty uncertain times ahead for all in both the private and public sector so never could it be more vital to be able to draw upon the experiences and knowledge of a mentor to help make tough decisions in the months ahead.

 

Image by Getty Images via @daylife

Does this guy need a mentor maybe?

As I have mentioned previously John McGurk, L and D Advisor to the CIPD will be speaking at the event and there will be an opportunity to meet both mentors and mentess who have experienced the scheme previously. In short, as I have gone long on previous posts on this event (!), I think this is an event you cannot afford to miss!


As far as I can tell spaces are still available – please feel free to look at the CIPD website for further information. Either way I hope to see you there tonight for some inspiration in these tough times!

How to be a good mentee. No really.

I was thinking about how mentee-mentor relationships can fizzle out, often with one of both parties going to ground if future instances to mentor become available because of this.

I think this is a pity as there is so much to be gained from it for both parties. If you are having problems why not try the following:


1. Have some structure to the meeting and areas you know you wish to cover
Sometimes you can get 'mentee fatigue' - a couple of weeks in to the relationship you think you might be running out of areas to cover and are wondering if there is a lack of purpose to it.


This might be a reflection that the process has genuinely run its course - for example, if it was going for some 7 or 8 months maybe it has reached its natural conclusion? However before you let it come to a close have a look at the reasons which made you seek out the relationship in the first place. Use this to then make an informed decision you about what your next discussions are and whether this will meet the your learning needs - remember the learner needs to set the agenda and the mentor then helps facilitate you with finding the answers.


2. Give yourself a time limit for matters you wish to discuss
Your time is precious so when you decide upon what you want to cover think about  how much time you need to give to each subject. Think you are over running?  Draw that point/subject area to a close and move on. If the subject is that important use this as the basis of the next areas to cover when you next meet/communicate.


When my mentor said 'treat every meeting like it is your last' they meant it.

Alternativelty, after over running you might also find from research in between meetings/calls that you come across an answer yourself - saving time that would have cut in to the next mentor/mentee chat as well as getting in to a starter-finisher habit with your own professional development.

3. Priority problems? Make that your priority
Still having problems with allotting the time? Then perhaps the problem is not that you are covering really interesting subject areas but your prioritisation skills need some work? Hell if you are short of subject areas there is another agenda item for when you next meet?!

In short you get out what you put in - and the benefits of mentoring are too great for you not to spend some time thinking about it.

CIPD Mentoring Schemes - heroes wanted!

Ever wondered at times what benefits there are more benefits to be gained from your CIPD membership than you are getting at the moment? You have been to the branch events and seminars, picked up a brochure or two but have not really attended something that captured your imagination for the weeks and months after the event.

If this sounds like you, then I think you might be in luck. Across many regions of the CIPD branches operate mentoring schemes for members so that the experiences and knowledge of wise HR practitioners can be passed on in an informal basis to the next generation.

Although the new mentor was a whiz with teaching the crane kick, his expertise in ER was limited

Speaking from experience, I can honestly say you will find it hard to beat a scheme which is freeof charge yet can have massive benefits to your professional development, networking opportunities and having an impartial sounds board

Events are happening on a regular basis all over the UK but I would like to highlight that the West London branch of the CIPD has an event coming up on October 21st, “Turbo Charge through Tough Times with Mentoring”:

http://www.cipd.co.uk/branch/wlondon/_events/Making%20the%20Most%20of%20Mentoring.htm


Details of the location and time of the event can be found on the site, with more information on the content to follow. What I am delighted to confirm is that we have John McGurk, Adviser to the CIPD on Learning and Development speaking at the event.


John is a terrific public speaker, specialising for the CIPD in all matters coaching, L and D, and research in knowledge economy issues. In short I think if we think he could make the event of real interest to both regular and new branch members, as well as those familiar with the scheme itself.


Referring to branches in general, they are always on the lookout for new mentees but especially mentors – so if you are a CIPD member and think you have something to offer why not get involved?


Luke had Obi Wan, Eminem had Dr Dre, Daniel La Russo had Mr Miyagi – surely the question should not be if you want to get involved in mentoring, but whether you can afford not to…?


Where is my local CIPD branch? Search here:


http://www.cipd.co.uk/branches


Interested in all CIPD things wild and wonderful in the West London area? Look no further:


http://www.cipd.co.uk/branch/wlondon

Whats with that mentoring Mullarkey anyways?

This is a question which I wondered myself not so long ago.

In the first instance let me introduce myself. My name is Patrick Mullarkey and I am a HR practitioner whose role can best be described as ‘Generalist’ (what does that mean exactly? That I have to have a foot in every aspect of the field because I am not an expert in any specific area?!), the majority of my experience to date being in the not-for-profit sector. I wish to share the views and opinions of my peers, theorists of the subject area and reactions to changes as and when they occur in our industry. But why?

In the last year I was lucky to be assigned a mentor via my local CIPD branch and have found the experience hugely beneficial to my own professional development. It got me thinking- are there other ways I am be able to contact like minded people and share more ideas and approached? Surely there are other mentors and mentees wanting to share their opinions and analysis? Surely the internet is for more than downloading music and throwing sheep at people on Facebook? This blog is an attempt to see if all of these things are true.

I appreciate on some level I will have to instigate or prompt debate to get your attention- which has the danger of lending itself to hyperbole, which I will endeavour to avoid. Nevertheless. I hope through my style and wit that I will not only grab your attention but hold it.

Either way, I hope you enjoy what comes of my musings and look forward to someone telling me what HR generalists should be doing. Other than blogging.

All the best,

Patrick