Have you observed resistance to change in your organization?
If so, you’ve also likely seen new ideas get stomped on when mentors pass on ruts as workplace practices to new upstarts.
Has mentoring ignored new opportunities by clinging to old-guard habits, rather than igniting new technologies or other innovations?
Interested in growth opportunities? Check out this video to see new neuro discoveries that transform mentoring into business advantages that are rut-resistant. How so?.
Problems Prevented – Talents Touted
When mentors’ contributions are touted, while novice talents are mostly ignored, tired traditions tend to follow. Have you seen senior advisors prevent novel advances where you work?
It’s subtle yet factual that few have thought to look for mentor culprits who cling to broken conventions. No wonder it seems easier to move a graveyard than to uproot dead policies at some organizations.
Change usually starts with awareness.
Observe a School of Management impact its wider community with new era leadership practices, and you see where tmindguiding leads.
When both novices and veterans mix talents from different sectors of the organization, isolated silos blend together for mutual benefits. And when teams go after novel approaches with shared expectations, they begin to build trust.
Steven Covey reminded us that:
All conflict comes from violation of expectations.
The opposite is also true. Imagine your mentors learning at times – while mentees also teach at times – and you’ve caught the mindguide approach to building talented communities.
Described more fully – with practical leadership possibilities in my ebook: Extravagant Minds at Work, mindguiding builds on the notion that human brains stir curiosity to share innovative solutions. How so?
New Brain Parts Engaged
By activating working memory you position new information up front, so other parts of the brain can use it to build refreshing outcomes.
Mindguiding keeps intelligence fluid, and raises personal and collective IQ across a wider range of capabilities. Not a bad return for a fresh new practice.
Where to Begin?
Simply begin to question in ways that allow folks to see possibilities through another’s viewpoint.
Start with the question … What if …? and amazing outcomes often follow in a mindguiding setting.
For example, Dr. Andy Anderson and I mindguided when he needed to publish and I needed more physical activity.
Enjoy Exchanged Brainpower
We set out for lunch with a what-if-attitude, and returned with a publishable article which appeared in JOPERD.
I learned golf that day and now play in tournaments and Andy learned how neuro discoveries impact sports. Together we ended up with a product neither of us could have achieved alone. We had fun, laughed a great deal and both learned as well as taught the other.
You likely have far finer examples of mindguiding – so let us know what you come up with and share the benefits gained.