01 Comment

Mentoring someone is a great experience. And then it’s not. If you’ve spent any time mentoring you’ve experienced hitting a wall. Usually it’s when your protege can’t or won’t see how she is the author of her own difficulty (or at least an active accomplice to it).


Do you mentor someone with a blind spot? Need an idea? What if you shift gears and use your relationship with each other as a lab to explore how they think and respond? Can your real-time experience, how you talk, how you act, how you struggle through things, provide an insight to their behaviour in the workplace?

  1. Hi Corey – yes I have.

    However, before moving forward with the person, I have to check if I have a similar blindspot – or a blindspot about calling out her/his blind spot.

    When no – I precede rather proceed. That is, I’m using Buckminster Fuller’s idea of precession – what is happening at 90 degrees to the blindspot (side effects)?

    Metaphoric example = a pebble hits the water and falls to the bottom … the ripple wave moves out at 90 degrees. Another example: teach some one to fish and in doing so their non-hungry child goes onto become a great educator.

    With the blind spot … what is happening at 90 degrees to that blindspot. With its discovery – this might be a possible entry way to the mentoring dialogue on the topic.

    All conversations are a learning lab ))smiles … when you remain open!