Mentoring/Interns/Firing Clients
Mentoring:
Take ownership
What are your aspirations in the mentorship vs. what are the realities of whats happening
Are you making the proper time?
People with different communication styles learn different ways; pair people up to compliment each other
They need to want to grow and learn
Challenge of Mentoring:
What the mentor does, and why, may not be perceived the same way by the person being mentored.
Business owners tell themselves that they'll do 'so and so', and that they'll leave the rest for the interns.
However, they must make time for the review process, plus train them on the 'proper' way to do things if they were done incorrect.
Interns:
Make a plan:
What are they there to learn
What do they like to do
What are their skills
What tasks can/can't they handle
What is the goal of having them:
Low level work
Stuff owner doesn't want to do
Teach them to fill a future role
Teach them the 'right' way to do the business
Breed the culture of the business
They get trained the way you want
Breed managers
Firing Clients:
If you have a client you don't get along with, or who doesn't pay, or who just feels like a drain, it's time to fire them!
Get over your guilt of 'only you can help them'
You don't want them to be a drain on you
If you let them go, your stress levels will lower, and you'll be more open to receiving the clients
you want and deserve
Give the client a referral to another business which you think may work for them
Leave on good terms
Random:
Coaching: Taking great people to even higher places
Busiess owners need feedback as well. Either from clients, co-workers, employees, or clients.
Post-Mortem after a project:
What classic mistakes were made
What can you do better or more of next time
What did you do correctly
Conscious Competence learning model:
unconscious incompetence
conscious incompetence
conscious competence
unconscious competence
http://en.wikipedia.org/wiki/Four_stages_of_competence
{we covered more; I wasn't the official note taker -JW}
