According to the Care and Growth Model it is only after determining that a student’s substandard performance, or conduct is not the result of means and ability issues can we hold them accountable.
My previous post on the blog was solicited by a particularly depressing series of events at a client site where it had become apparent that a newly appointed senior executive was about to trash all the hard organisational development work that had been done by the executive of the business over many years. On reflection what became apparent to me was far from the new appointee being a problem, they could actually enable tremendous inner growth among for all concerned. Far from being an enemy, this person was a most valuable ally.
In the course of the Leadership and Organizational Development work done at Schuitema over the last 20 years it has become very apparent that the key variable that one has to come to grips with in the case of both mentoring and coaching is the issue of intent. This is because the issue of intent is the key variable that sits behind effective coaching and mentoring as far as the coach and mentor are concerned, as well as being the primary factor at issue with the mentee in a mentoring relationship.