Human Resources Training, Mentoring for future leadership, workplace Mentoring

What are the Tools and Techniques for Mentoring?


Effective mentoring is one of the pillars of a strong leadership capability. Organizations that realize the need for future leadership rely on effective mentoring as a means to shape it. This said, while the role of mentoring in building the future of the organization is beyond question, what is important to understand is how to make this mentoring effective.

Learning about the tools and techniques of mentoring


Learn the tools and techniques that mentoring requires to become effective. the tools and techniques include:

  • Relationship building
  • Building trust
  • Two-way relationship and what it means
  • Effective communication
  • Critical thinking
  • Visualization
  • Body language
  • Trigger words and deflections.

Stages of mentoring


There are three levels of mentoring:

  • The Trusting Phase
  • The Learning and Development Phase
  • The Maintenance Phase.

Various tools and techniques that apply to that phase have to be implemented. While tools and techniques can be used for each of these, there are tools and techniques that are common to all three.

Present-day mentoring has outgrown the traditional model, in which the mentor would select the mentee and finish the mentoring. This approach was rather one-sided, in that it was more of a hand down, and little was left to the mentee to contribute.


Connect with TrainHR and learn more about Tools and Techniques for Mentoring which include:

  • What are the Tools and Techniques?
  • The Phases of Mentoring
  • Relationship Building
  • Two-way Trusted Relationship
  • Effective Communication
  • Body Language
  • Trigger Words and Deflections.
workplace conflict resolution, workplace Mentoring

How to Turn Difficult People and Poor Performers into Team Players


Improved productivity results from the ability to synchronize one’s personal work style with the culture of the workgroup and the organization. Mentoring a team’s members is an integral part of achieving this objective. While mentoring is an important aspect of improved productivity; it is in mentoring the difficult people, and those who do not see eye-to-eye with the mentor, that the challenge of mentoring lies. Even if the mentor and the mentee do not agree on major areas; it is important and imperative to mentor them in the interest of the organization and in the interest of the mentor and the mentee.

Managers and mentors should cultivate the ability to understand how to mentor such difficult people. Mentoring the employees who are not on the same page as the mentor in terms of the work or the organization’s goals calls for bringing in a different kind of thinking. Such mentors have to adapt the principles of emotional intelligence to a new level. They need to have a different level of self-awareness and sensitivity to others. When it comes to mentoring difficult people and poor performers, the mentor has to bring in a set of abilities which include:



  • Adjusting their management and personal style to the needs of different situations
  • Getting more done by using the appropriate delegation techniques for any given situation
  • Resolving conflict more effectively in a wide variety of situations
  • Turning difficult people and poor performers into team players
  • Winning the cooperation and trust from everyone in the organization
  • Increasing the confidence, leadership skills and personal and professional satisfaction in their job
  • Using coaching to guide and direct the team members to improving performance.

Get to understand the elements of mentoring difficult people

All these aspects of mentoring difficult people and poor performers and the ways of motivating them into higher levels of productivity at work will be the learning that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering

Learn more deeply about the following topics by connecting with TrainHR


  • Motivate and direct the employees you rely on-even when they don’t share your values
  • Adjust your management and personal style to the needs of different situations
  • Get more done by using the appropriate delegation techniques for any given situation
  • Resolve conflict more effectively in a wide variety of situations
  • Turn difficult people and poor performers into team players
  • Win the cooperation and trust from everyone in your organization
  • Increase your confidence, leadership skills and personal and professional satisfaction in your job
  • Use coaching to guide and direct your team members to improving performance.


workplace Mentoring

Why Dynamic Mentoring is an essential tool for Career and Organizational development


The American workplace is not going to be the same as the one that we have seen till now. It is set to see major changes. While evolving and advancing technologies are expected to constitute one major aspect of this change; the bigger change is going to be witnessed in the area of demographics at the workplace.

In the next few years, the American workplace is expected to see over 80 million Millennials. Such a huge infusion of a new generation in such a short span of time has rarely been witnessed in the corporate history of America. This will bring about a huge and drastic shift in the work culture, ethics, working conditions, and everything else that we associate with the workplace.

Understanding the Millennials


What does this mean for managers? Simple: they have to roll up their sleeves and get ready for understanding, receiving and accepting the new generation. This starts with an understanding of how the millennial workforce is different from the rest. Although they have been entering the workplace in stages from about a decade or so; the spurt in their numbers is a big factor. This is what should gear up the management in organizations to take the steps to make the best out of them.

Millennials are those workers who were born roughly in the decade beginning in 1983. The generation that was born almost simultaneously with the explosion of technologies; the Millennials are expected to be different in every way. The familiarity with technology and the ease of its application is a very distinct trait. They are also expected to have lesser attention span, are more prone to using the social media, are likely to be more tolerant of a diverse workforce, and are likely to be less loyal to their employers.

Acquire learning on how to mentor the Millennials

Group of young business people and designers.

The Millennials are an integral part of the 21st century workplace. It is imperative for organizations to mentor them with the right focus and channelize their energies in the right direction to get the best out of them. So, organizations will have to learn to deal with these and the other traits that the Millennials bring into the workplace.

How do organizations mentor the Millennials at the workplace ? This learning will be taught by TrainHR, a leading provider of professional trainings for all the areas of human resources.

Understanding of what works with the Millennials


Learn the elements of training that the Millennials are more likely to relate to. They are more amenable to the one-on-one development model, where experienced managers can encourage them to take risks and seize opportunities. Also know the common pitfalls that need to be avoided when mentoring the Millennials and how to build a mentoring program that helps to work with the Millennials and yield tangible results.

Connect with TrainHR and gain more knowledge on the following topics,

  • What is mentoring & how can it bring organizational benefits?
  • What are the qualifies of successful mentors & mentees?
  • What guidelines are best for setting up or enhancing mentoring?
  • How can mentoring programs become derailed?
  • What strategies can be used to fix broken mentoring efforts?
  • How can organizations evaluate mentees & mentoring programs?
  • How can HR & Training professionals contribute to mentoring efforts?