Trust is a big word–and includes answers to these four questions:
—Do I trust the information?
—Do I trust the judgement?
—Do I trust the commitment to follow through?
—Do I trust the intentions TOWARD ME?
Sometimes the answers to these questions actually result in lowered trust levels–and breakdown in mid-journey.

No matter how hard we work at building and maintaining trust, situations arise that can cause “potholes” of damage.

Trust is a two-way street, so these repair suggestions work for both Mentors and Mentees along the high-way

of this unique  relationship called mentoring:
—When trust is damaged, be ready to work really hard to get it back.
—Take the first step by deciding to let the past go–for the sake of the relationship.
—Be honest about your own contribution to the problem, even it it’s embarrassing.
—Work together to establish realistic goals around renewed commitment.

Trust always has to be maintained; it takes both partners to keep it as a vital causeway in human endeavor.


giftFive little guides will help any mentee in any discipline grow as a professional and a person!
1. You are the driver of your career, YOU keep it alive and growing. You bring the energy and focus needed to accomplish your goal(s).
2. You pursue stimulating new opportunities; take new approaches; you want to broaden your perspective; you ask yourself what you learned from both errors and successes.
3. You build on the strengths you own. You construct a realistic foundation for long-term success.
4. You surpass your own comfort limits. You’re open when a mentor challenges your view of what is possible.
5. You value the unique opportunities that good mentoring brings. You know it’s rare to have a partnership dedicated just to your success.

Good mentoring IS A GIFT, with your name all over it!




Double loop learning is moving beyond simple problem-solving to examine patterns of behavior, trends and root causes of issues.

It means being aware of how one’s own behavior impacts end experiences.

In the best learning partnerships, mentors help mentees examine how their own actions, habits and thoughts can contribute to the problems at hand or get in the way of desired results.

In good mentoring relationships, mentees aren’t being evaluated or judged–and that’s a key reason why focusing on double loop learning is much easier with a mentor then with a manager.

But mentees have to have the courage and strength to look at how their own actions may contribute to their own problems.
Capturing learning through self-reflection is a trait typical of successful people. In order to learn from one’s experiences at the deepest level, a person’s got to be able to look at how he or she contributes to results in an objective and open manner–and resolve to grow forward.