Mentoring Tips
We don’t train people how to become good MD’s or CEO’s and when we do give them the role we don’t really give them the support mechanisms they need to truly maximise their potential.
Having ended up coaching a few MD’s or CEO’s recently I found myself reflecting on the best way to help these individuals when dealing with issues.
Firstly, you need to recognise their role is lonely. MD’s often don’t have anyone they can confide in to be able to just talk through issues or challenges they are contemplating dealing with. i.e. they can’t talk to staff (because talk turns to gossip) because they might be addressing sensitive issues that are going to make staff jittery.
Secondly, when dealing with working out how to handle these issues or challenges MD’s or CEO’s often just need some space and time to talk through things to see if they have missed something or a chance to reflect or discuss the various options (because there are usually several routes to sorting out an issue). Interestingly, what I have found is just by LISTENING and the other person talking to you that process of communication forces them to formalise their thinking and helps them clarify a plan or strategy or tactic as to how to address the issue or challenge. This process of talking things through helps sanity check what they plan to do, and makes sure they have not missed anything obvious by being in the trees and elevates them to having more of a helicopter view on the situation.
Thirdly, once that initial communication has happened they start to realise where the holes are themselves, or where a plan is ropey and needs further work. And if not you can nudge them to think about areas that need further thought. Plus by being the third party and not in the weeds of the day to day you get a much better helicopter view of what the problem is and the solutions being proposed and can give guidance or direction to help them hone a clearer solution.
