Question: “We’re training staff to mentor others but the one person who most needs training dismisses the whole thing. How can I persuade him otherwise?” Ruth
Answer: “It’s great that as an organisation you’ve recognised the benefits of planned, well executive support for your staff. I’m intrigued to know why you would want to train someone to be a mentor when they obviously think it’s a waste of time. Is it their position in the hierarchy that’s driving this or you’re hoping that by putting them through the training it will resolve an issue you already have with their performance? From your question I suspect this is a rouse to tackle something else.
So go back to the issue for this individual and consider whether, with their antagonism, it’s the best strategy to use. After all you’ve got to get over an enormous hurdle before they even start to accept they can do something differently, then learn and use the skills required. Is there a more direct route? If there is, what’s stopping you from using it? Could it be that you don’t have the confidence, or the skill set needed? If so, then be honest about it, devise a strategy to deal with that first and then tackle the issue with your colleague.”
Laura Murphy is an organisational development specialist accredited Growth Accelerator and Executive Coach. To solve your problem email firstname.lastname@example.org or tweet @WayfinderWoman Names and details have been changed.