Being a manager today therefore requires courage, strength and clarity concerning the value individual managers can add to their work. We believe that in the future - and today - managers must have a better understanding of employees' need for self-management. This means that managers must develop their skills for facilitating rather than practicing their managerial role through authority and … [Read more...] about Leadership of the future
Group mentoring becomes more and more popular
Traditionally mentoring happens as a one-to-one relationship between a more experienced person as the mentor and a less experienced person as the mentee. However, we experience a growing interest in establishing group mentoring programmes based on the need to provide mentoring for more mentees while mentors is a scares resource. Group mentoring - what is that? Group mentoring can take many forms, … [Read more...] about Group mentoring becomes more and more popular
Mentor vs Mentee’s Direct Manager – a question of confidentiality?
The three-way conversation between coach, client and the client's direct manager, is commonplace in coaching. Sometimes also involving HR, it provides a valuable opportunity to clarify agendas, establish the support needed from the direct manager, and improve the relationship between the manager and the employee (Clutterbuck, 2014). Often the role of the coach here is to coach both the manager and … [Read more...] about Mentor vs Mentee’s Direct Manager – a question of confidentiality?
Changing lives by transforming learning
Together with two Kenyan universities (Kenyatta University and Moi University) researchers from University of Brighton have worked on strengthening the education systems in East Africa. The project title is Strengthening education systems in East Africa: mentoring for development in pre-primary and primary education (SEMESA) and was founded by the Aga Khan Foundation and ran in a two-year period … [Read more...] about Changing lives by transforming learning
