As I’d mentioned earlier this week, we’ve been receiving a lot of “Ask Dondi” emails every day. This week we’re going to tackle some of them. Don’t forget, if you have submitted an “Ask Dondi” question, watch for the question and the answer here. Thank you for keeping the lines of communication open and for sharing your questions with me.
Audrey said: Greetings Dondi! I recently saw you on John Hagee Ministries. I purchased your book today. I was really enlightened by some things you spoke about. How can I hear more about the purpose of mentoring and why our success is vital to having mentors?
I am passionate about mentoring because I believe it is one of the most important strategies for personal and professional development available to us. Through mentoring we prepare for our next steps and we make the most of the step we’re on. Mentoring builds the heart and forges confidence. It is personalized development in action! I often say life should come with the disclaimer, “Do not attempt any of this alone!”
The impact of mentoring is undeniable – for individuals and organizations. Organizations committed to mentoring report the ability to manage change more effectively, prepare future leaders, and attract the best people. When organizations make the investment in formal mentoring programs, they fully expect to see results like these:
From the perspective of those mentored, the benefits are also striking. People who have been mentored tend to earn more and they are promoted faster. Both of these outcomes may be related to the process of mentoring which focuses on developing a solid career plan and building a strong professional network. Mentoring “plugs” individuals into the organization and makes professional development a personal priority.
Mentees or proteges are generally exposed to a broader organizational perspective. They are made more visible and they are able to market themselves more effectively. They see how all pieces fit together to form the big picture. This allows them to build strong networks, break through functional barriers and have a greater impact.
Mary wrote: How often should you motivate your team?
I encourage you to view motivation as a value versus an event. That means motivated is something we “are” rather than something we “do.” It’s not what you do that will be the most important thing; it’s what is created inside of people by what you do (or don’t do). As a leader look for ways to promote:
To foster these attributes on your team you may assign challenging tasks that ask people to stretch, make progress and improvement more visible, reinforce and celebrate what is working well, get people involved by asking for their advice and their opinions, and find ways to let people shine.
I would also look for and respond quickly to what frustrates your team. If you can’t fix it, acknowledge the frustration and refocus your group on what they can impact. Sometimes people get lost in the things they cannot personally change and this will steal their strength and energy. We can’t ignore what isn’t working well but we need to maintain a rigorous focus on the action we can take and the impact we can have. In Designed for Success, you will find more ways to empower yourself and others with personal accountability.
My best to you as you make motivation an element of your culture.
Since the release of the book, I’ve been receiving emails from all over the globe with people asking questions about their workplace situations. Throughout this week I’m going to be sharing some of the questions I have received and my answers. I hope that you are blessed, uplifted, and able to use some of this knowledge for yourselves!
Chu wrote: How can I be a good team player in my work place?
It has been said the quality of your life will be determined to a great extent by the questions you ask. The fact that you are searching for ways to be a better team member says a great deal about you, and I applaud the question! Here are 5 things you can do right now to add value to your team:
1. Find ways to make it easier for people to do business with you. For example, do you have information that others need to do their jobs? Can you make it easier for them to find and use that information? If you have trouble coming up with ideas, ask the people you work for and with, “How can I make it easier for you to do business with me?”
2. Understand how your work impacts the work of others. Find those connections between your work and the work of your colleagues. Are there log jams, miscommunications, or breakdowns in the process? Work with your teammates to identify and implement solutions.
3. Understand the goals of your teammates. Is there something you can do to help them be more successful?
4. Speak to issues, not about them. If you have a problem with someone on the team, make sure they hear it from you. This builds trust and credibility.
5. Invest yourself in team accomplishments, become a shareholder in success.Commandment Five in Designed for Success is, “Lead from Your Current Position.” Here you will find more high-impact ideas that will help you become a more valuable team member. I also encourage you to ask your boss the question you have asked me. I’m betting he or she will be as impressed as I am with the question. I would love to hear what you try and how it turns out!
Diana asked: How do I get the raise that I deserve?
Remember, we are not paid what we are worth. We are paid what we believe we are worth and what we negotiate for. Negotiating for more money begins with
assessing the value you bring, marketing your results, and preparing your “script.” Steps like these will help you prepare to negotiate with confidence:
1. Quantify your results if you can. It is not what you did that brings real value to the organization; *it is the difference you made*. Be prepared to
talk about the difference you are making in quantifiable terms. Have you saved the organization money or time? Have you improved a process or
implemented a new idea? What solutions have you created, and how have these solutions impacted the bottom line?
2. How have you grown? What skills have you added to yourself? How are you applying new skills and knowledge?3. What are you asking for? In addition to money, are there other things you would like to include in the negotiation? Will you ask for more challenging
assignments, more authority, or more flexibility in your schedule?
4. Review your job description to determine ways you are currently exceeding the expectations of your job. You may find that your current job description
does not adequately reflect what you actually do! If that is the case, consider writing a description that more accurately describes your responsibilities and use that a document for discussion in your negotiation.
5. Research your organization’s pay practices. Some companies review salaries once a year. *That doesn’t mean you can’t ask at another time, it does mean you will want to prepare for that objection*. (Asking in advance of the review process is highly recommended! Help your boss plan ahead for your increase!Treat the negotiation as an exchange of value. Highlight the value you bring and confidently ask for value in return. Best of luck to you, and let us know how it turns out.