Tag Archives: Leadership

Right Mentoring For Success In Career And Leadership


A right mentoring relationship can be a powerful tool for professional growth. It can lead to a new job, a promotion, or even a better work-life balance. But what does it take to be a great mentor or mentee? How do mentees find mentors to meet their career goals?

To find answers, hook up to an upcoming event with a right mentoring package – the Pennsylvania State University School of Public Policy offer. They are getting set to developing the next generation of problem solvers and leaders.

“A mentor is someone who sees more talent and ability within you, than you see in yourself, and helps bring it out of you.”

Bob Proctor

Right Mentoring As A Strategy For Career And Leadership Success

PENN States’s School of Public Policy offers a monthly professional development series called, “Strategies for Career and Leadership Success.” The next event will address the power of mentoring relationships. It will be starting at 11:30 a.m. on Wednesday, Nov. 11. See below for more details about how to register for the event.

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Since June 2020, the PENN States’s professional development series has been helping students, recent graduates, and current professionals develop their career and leadership skills. The program provides opportunities to learn skills related to interviewing, professional presence, and how to maximize the internship experience. Participants also learn how to build organizational relationships, and more.

The November 11 mentoring session will be led by 2013 Penn State alumnus Jeremy O’Mard. He earned his bachelor’s degree in management information systems with a minor in operations and supply chain management. Currently, he is a managing consultant in the Managed Services and Cloud Solutions Practice of IBM Global Business Services. And he has worked with commercial, state government, and federal government agencies, serving in both technical and operational roles.

O’Mard’s Career Kick-start And FastStart Mentorship Program

During the event, O’Mard will discuss the mentorship process from mentor and mentee perspectives. Using his experience, he will be providing advice for identifying a mentor, and strategies for making the relationship work.

O’Mard said his involvement with mentoring began when he joined the FastStart Mentorship Program during his senior year at Penn State.

FastStart typically matches first-year students from underrepresented backgrounds with a faculty/staff mentor and a Penn State alumni mentor. This is a program that is designed to help students flourish in their new environment. It works through a simple process of answering questions, directing students to resources, offering support and wisdom, and providing informal networks for career development.

“If you cannot see where you are going, ask someone who has been there before.”

J Loren Norris

There is great benefit in horizontal peer to peer mentoring. However, the type of mentoring most people look out for, is a mentor they admire. Most times, someone who is a senior to them. Take time to explore this Harvard Business Review article if you want to build a mentoring relationship with a leader that you admire.

Passing On Lessons Learnt

“I remember the many lessons that I learned during the first half of my college career. And I thought it would be great if I could help incoming students navigate the college landscape. Especially students from underrepresented communities or disadvantaged backgrounds,” said O’Mard. “My first stint as a mentor was an eye-opening and enriching experience. It was great to know that my mentee was able to apply some of the tips that I provided.”

After graduating, O’Mard continued to serve as a mentor in the FastStart program. He says he enjoyed both teaching and learning from his mentees and consequently became involved as both a mentor and a mentee at IBM.

“Ironically, one of my mentees [at IBM] is a student at Penn State,” he said. “I can honestly say that I have learned a lot, personally and professionally, serving as both a mentor and a mentee, and I would encourage others to get involved with mentoring.”

Take Action To Advance Your Personal Development

The upcoming conversation will be held via Zoom and consist of a brief interview followed by questions from the audience. Participants will have the option to ask questions during the live discussion or by email in advance of the presentation to publicpolicy@psu.edu.

For more information about the series and to RSVP for the Nov. 11 session, visit publicpolicy.psu.edu/careerstrategies. A Zoom link will be sent to all registrants in advance of the event.

Learn more about mentoring, personal development and various effective ways of learning through imentoring mentoring group. You can also get free Linda Phillips-Jones mentoring books collections.

Welcome to Worklife Feed articles and site-files indexing and adaptation series.

We Are Living, Breathing Role Models


A role model battle, but not merely between right and wrong. We are living it, but rarely know it.

“We are living, breathing role models – not just in what we say, but what we do”

– Former First Lady Michelle Obama
My battles are mine, but the impact is ours
A raging storm within, the outburst without
Who dare touches the flaming fang in its glory?
We are living it, but rarely know it, don't we?
We are breathing it in, no one sees the exhale
My choices are mine, but the impact is ours
A selfish lure of desire, the denial of rights
Who can still or hold the raging force of pride?
We are living it, but rarely feel it, shouldn't we?
We are breathing it in, no one dies, it is okay 
My fears are mine, but the impact is ours
A dark clingy wrap, a limiter to full existence
Who is brave to shine me, in my fearful distress?
I am not living it, and I know and feel it, do I?
I am breathing, not in, no one to guide as a model.

“Being a role model is equal parts being who you actually are and what people hope you will be.”

– Meryl Streep

We are living, breathing role models, but rarely know it. We are in role model battle, but not merely between right and wrong.

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Finally according to Maya Angelou in the mentors magazine 70 role model quotes, “each of us, famous or infamous, is a role model for somebody, and if we aren’t, we should behave as though we are — cheerful, kind, loving, courteous. Because you can be sure someone is watching and taking deliberate and diligent notes.”

I Don’t Want To Be A Role Model

Living life as me is enough of an headache. Making it through each day just for me is a stress I have to overcome daily. But life thrust some responsibilities, some of my making, others, are just life demands.

I cannot just live the way I want. If just for the kids in my life, not mine alone, either I even have one or not. I may be stressed, feel cheated or stepped on. But I have to put in enough control in all circumstances, because someone is looking at me; beyond my teaching instructions on living. Therefore, I have a big responsibility to be a good role model for your kids. And by the way, that includes your neighbors kids, the kid to your friend, relations and enemies.

If I don’t have a choice, you too don’t. The life, environment and world that we build, is where we all have to live in.

Michelle Obama Talks About Failure, Work-Life Balance

Michelle Obama Talks Failure, Work-Life Balance and What She Tells Her Girls About Starting Out

Nathan Congleton/NBCU Photo Bank/NBCUniversal via Getty Images via Getty; Roy Rochlin/Getty Former First Lady Michelle Obama (left) and Valerie Jarrett /Michelle Obama Talks About Failure, Work-Life Balance

In the latest episode of her podcast, former First Lady Michelle Obama recounts her time in the workplace and why having women in leadership roles is so important.

Michelle Obama Talks About Life Switching Roles And Positive Impact To Leave Along

Wednesday’s episode between Obama, 56, and her former boss Valerie Jarrett, was a conversation that centers largely on work-life balance. Valerie went on to be a senior White House adviser.

Obama said that working with Jarrett, 63, served as a “important education.” This was not just because of the way Jarrett could command a room, but because of the effort she put in to taking time out for her daughter, Laura.

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“Seeing some other female leaders making an effort to balance work and family life, makes others more productive. It gives a feel like, not just work had values, but our lives had value”

Remembering her time spent working under Jarrett (then deputy chief of staff for Chicago Mayor Richard Daley), the former first lady said to Jarrett on The Michelle Obama Podcast: “If Laura called, everything stopped … And you wouldn’t rush her. You know, you would answer her little 5-year-old questions. And then you would say, ‘Mommy will be home.’ Then you’d turn back around without skippin’ a beat, and be right back in it, and I thought — baller! Baller.”

Seeing Jarrett and some of the other female leaders making an effort to balance work and family life, Obama said, “made us all more productive, and feel like not just our work had values but our lives had value.”

Michelle Obama’s Work Application Interview Performance Amidst Life Crossroads

In their chat for The Michelle Obama Podcast, the two also detailed their first meeting. This was when Jarrett interviewed Obama for a role at the Chicago mayor’s office in the early 1990s.

The two had similar backgrounds, having both come to the public sector after working for law firms.

“I have to tell you Michelle, I can still remember you walking into my office, and you were so, you know, composed and confident,” Jarrett said. “And what did you do? You told me your story, which is unusual for people to do in an interview.”

“Failure is all part of life. I never want young people to think that failure isn’t a part of everybody’s journey”

That story was about Obama finding herself at a crossroads. She had lost both her father and one of her close friends within a year and had determined that she wanted to pursue a new path. According to Jarrett, the interview left her so impressed that she offered Obama a job on the spot, even without having “any authority” to do so.

After leaving Chicago politics, Jarrett went on to work as an adviser to President Barack Obama, serving in his administration from 2009 until 2017.

An Important Pathway Before Landing A Leadership Role

On Wednesday’s podcast, Mrs. Obama also shared stories about her conversations with her own daughters — specifically, 22-year-old Malia, now finishing college. She talked about the importance of paying your dues when it comes to landing a leadership role.

“I tried to make the point to Malia that the young people … who are my mentees, I reminded her that they started out, several of them, in the campaign, doing some of the grunt-iest jobs,” Mrs. Obama said.

“We are living, breathing role models – not just in what we say, but what we do”

Many of those who once volunteered for the campaign, or did entry-level work, she said, are now working alongside the Obamas.

“But the people who are with me now, and who now have responsibilities over my schedule, or they’ve helped run a big book tour, or they are running, our higher ground productions and working with Netflix, almost all those people started out doing some grunt work,” she said, laughing.

Michelle Obama Talks About Failure As A Part Of Everybody’s Journey

Equally important to working ones way up the ladder, Obama added, is learning that failure is all part of life.

“I never want young people to think that failure isn’t a part of everybody’s journey,” she said, noting that she failed the bar exam the first time she sat for the test.

“What does it do for me if … some kid thinks I’ve never had a failure. That, that’s the only way you can be first lady, is if you’re perfect? No one is,” she said.

“Strong men – men who are truly role models – don’t need to put down women to make themselves feel powerful.”

Elsewhere in the episode, she and Jarrett spoke about the need to use their platforms to encourage others.

“We are living, breathing role models — not just in what we say, but what we do,” said the former first lady. She added later in the conversation that those with large platforms are “setting the tone for people behind us” and should always be aware of how their words and behaviors might be perceived.

The words echoed Mrs. Obama’s past remarks about role models.

In a 2016 speech while campaigning for Hilary Clinton, she offered a damning review of then-candidate Donald Trump‘s remarks about women. She said, “Strong men — men who are truly role models — don’t need to put down women to make themselves feel powerful.”

Myfwl/Work Life Feed has adapted the write up for our readers. Click here to view the original write up at www.yahoo.com

Why We Need To Practice Self-Compassion

Worklife Journal_Why We Need to Practice Self-Compassion

Click to read: Why We Need to Practice Self-Compassion

Source: Mindful

Snippet: In the frantic pace of life, it can be difficult to keep up. Sometimes when we make mistakes or we feel we don’t work hard enough, we leave ourselves in the dust by thinking things like, “you’re not good enough.” If we’re not careful, a few harsh words here and there can evolve into excessive self-criticism.

This five-minute video animation from the London School of Life suggests another way to approach those negative storylines we jog through our minds. It also offers an easy self-compassion practice for moments when we’re feeling critical of ourselves.

Welcome to Worklife Feed


How Great Leaders Bring Out Others’ Self-Confidence

Worklife Journal_How Great Leaders Bring Out Others’ Self-Confidence

Click to read: How Great Leaders Bring Out Others’ Self-Confidence

Source: Forbes

Snippet: Leaders inspire and enable others to do their absolute best together to realize a meaningful and rewarding shared purpose. Think in terms of why people follow you, what you do, and how you help those following you. On why people follow leaders, see -John Maxwell’s “The 5 Levels of Leadership.” To know what leaders do, read Jim Collins’ “Good to Great.”

Welcome to Worklife Feed


5 Skills Employers Are Looking For Right Now

5 skills employers are looking for right now

Image: REUTERS/Darren Staples/5 Skills Employers Are Looking For Right Now

LinkedIn has analysed millions of job adverts to find what employers are looking for. Here is a quick look at the 5 in-demand skills researchers say employers are looking for right now. They are communication, problem solving, analytical skills, customer service, and leadership.

This is an excerpt that will not bring you all the details. But take for example leadership. This includes being able to make a clear list of your priorities in the right order. That is, not thinking in a binary way; there are rarely only two choices in a tough situation.

Harvard Business School professor Bill George says he prioritises being “authentic.” Leaders “bring people together around a passion, for a common purpose, to make this world a better place.”

Recommended: Tips For Building Better Relationships

Note: This is written by Harry Kretchmer, for the the World Economic Forum website. Click here to view the full original write up at webforum.org


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Worklife Grooves on Ferrari with a Mentor


Worklife grooves on Ferrari for some people, most especially those with a Mentor. This can be at the same time and in the same environment others are having career and worklife nightmares. And there are other possible several reasons for either experience.

The focus here are on people whose worklife grooves because they have a mentor. Worklife nightmares caused by a bad boss, toxic workplace, inappropriate organisation culture and the like can be better managed and overcome with the support of a great mentor.

Worklife grooves on Ferrari if there is a mentor that can tell you the hard, difficult and painful truth. Someone who can provide guidance that is well scripted and targeted to get you to a c-level position. A mentor who can drain the vibrancy out of your great idea, because it can only get you 5% of the way. And ready to stand by you, as you take on the other 95% which is execution.

Most times, people are introduced to mentoring through an organisation network they belong. Individuals drop off, or grow strong in the mentoring relationship because of the program management structure.

Mentors help worklife grooves with benefits

What is important is knowing after five decades of mentoring relationship research, with irrefutable evidence: worklife grooves for people who have strong mentors. Such people accrue a host of professional benefits, including more rapid advancement, higher salaries, greater organizational commitment, stronger identity, and higher satisfaction with both job and career.

They also see personal benefits, such as better physical health and self-esteem, ease of work-life integration, and strong–er relational skills. At its best, mentoring can transform lives and careers while bolstering retention and maximizing employee potential.

RELATED: how-leaders-can-engage-employees-during-a-return-to-work-post-covid-19

A mentee cannot succeed in a mentoring relationship without a good mentor. I have enough reasons to blame myself for not maximizing mentors that came my way. Though I could have done better if the mentoring program was well resourced to provide support, even though I was failing as a mentee.

The focus of this issue will therefore be placed on the mentor and the mentoring structure.

Worklife grooves if we address the Achilles heel in organizational mentoring structures

If there is a single, consistent Achilles heel in organizational mentoring structures, it is marginal mentoring. Marginal or mediocre mentoring may be a consequence of assigning mentors who are too busy, disinterested, dysfunctional, or simply lack competence in the role.

Marginal mentoring can also come from using experienced mentors. They could have supported other mentees very well in the past, but who at that point, are struggling with some aspects of their worklife.

The worst of marginal mentoring is where prospective mentors are randomly selected or told to participate. And thereafter, leaders fail to give resources, evaluate, or reward mentoring.

With no meaningful incentives attached, it is justifiably seen as an onerous add-on duty. A thankless distraction from real work that leads to immediate and visible productivity, pay and advancement.

What’s more, too often, program leaders erroneously assume that any successful manager can mentor effectively, with minimal (if any) training. Evidence indicates that poor mentoring can be worse for employees than no mentoring at all.

Ill-prepared and marginally competent mentors not only give mentoring a bad name in an organization. They also sabotage retention, commitment, and employee development. The very objectives that drive mentoring initiatives in the first place.

The Experienced Mentor: Mentor to Mentors

Note: The use of the phrase, ‘master mentor’ has been changed to, ‘experienced mentor’. This is to reflect ongoing changes as a result of the black lives matter campaign.

The Experienced Mentor approach described by Harvard Business Review (HBR) was designed to create cohorts of experienced and well-trained mentors. This approach is effective at enhancing the personal well-being and career trajectories of mentees. It also produces mentors who are also willing to become resources and coaches to less experienced mentors.

HBR reports that this pilot program yielded some important lessons for mentoring organizers.

  • Provide resources needed to administer the program.
  • Create and celebrate a culture of excellence in mentoring.
  • Give awards, public recognition, and other perks to reinforce the message.
  • Start a yearly event to celebrate graduating new Experienced Mentors.

Successful Experienced Mentors accelerate the advancement of high-talent hires. They also elevate the quality of mentoring throughout their organization. Here are the salient components of the model developed:

Note, you may be asked to register with HBR to access the original web page.

Click here to view original web page at hbr.org

How leaders can engage employees during a return to work post COVID-19

When the COVID-19 crisis first erupted, organizations across the world were plunged into such uncertainty it was hard for many to know whether they would emerge intact. Now, though the road ahead remains difficult, leaders are shifting from whether they can return to how to do so.

This reentry and recovery phase of the pandemic crisis provides leaders with a compelling reason to engage and strengthen overall connections with employees.

Communication messaging and activity in four overlapping phases will help employees move from loss to renewal. These steps—laying the groundwork, honoring the past, marking the transi­tion, and looking to the future—can help leaders design the right approach to communicating that works for their organization’s circumstances, culture, and history.

Click here to view original web page at https://www.mckinsey.com/business-functions/organization/our-insights/communications-get-personal-how-leaders-can-engage-employees-during-a-return-to-work?cid=other-eml-alt-mcq-mck&hlkid=6fce706662df45d6adf5c89564bc97d5&hctky=10439891&hdpid=c40c5c91-806b-4e19-bca6-5df20b5838ab#

Akinspire-Are Good Leaders, Investors?

Are good leaders just great investors like the ten most legendary investors who ever lived who invest in stocks and businesses; or are they first, investors in people?

The names that comes up includes, Warren Buffett, Julian Robertson, Thomas Rowe Price, Jr, James D. Slater, George Soros, Michael Steinhardt, John Templeton, … and Akin Adeleye.

To read more, go to;

Akinspire – Reviews

News: Who are The 10 Most Legendary Investors Who Ever Lived?