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).

Question:

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!