Wie gehst du mit schwierigen oder unmotivierten Peer-Mentees um?

In my experience, I have noticed that unmotivated peer mentees usually display this type of behavior after experiencing some type of setback or problem in the work environment or even in their home. I suggest reaching out to them to ask if everything is going okay with work and home and listen to their responses. If they appear to be disengaged with their answers or even exhibiting unusual behavior/body language. Give them an opportunity to catch their breath or take a break. Reassure them that you are available to listen if they would like to open up and express how much you value them as a peer. Reinforcing their value may help soften their guard and feel safer opening up and explaining what’s going on.

Fostering an open and trusting relationship is the key to any open discussion. If there isn’t trust and your efforts to demonstrate a real/genuine interest - it can all fall apart. I’ve found that these kinds of issues often are deep and personal, but people don’t recognize that they believe they’re surface issues that can be easily navigated. We must resist playing therapist and identify what and where we can help.

One thing I have found to be helpful when dealing with difficult, unmotivated peer mentors is by expressing the positive advantages they would have, if they are successful in their current position. By understanding the amazing opportunities they could throw away by not being engaged as they should may help put into perspective their own work/life balance and the values they have in each.

Additionally, gaining perspective on their strengths and interests can help you find common ground and build a more effective mentorship relationship. Encouraging them to share their goals and aspirations can provide insight into what motivates them. By understanding their perspective, you can collaborate on setting achievable objectives that align with their interests, fostering a more positive and productive mentoring experience.

Eu busco entender o que causou a desmotivação. Por muitas vezes, estão exaustos de buscar soluções para algum problema e isso os deixam desgastados ao extremo. O ideal é conversar e trocar experiências sobre possibilidades de reverter o jogo.

Na minha experiência procuro uma comunicação empática, um diálogo aberto, demonstrando que estou disponível para apoiá-los e que estou disposta ouvir suas preocupações e dificuldades.

With results ! There is a reason why you are in this mentoring relationship, get back to the basics, asap, and check where it started to go wrong… Maybe you tried to impose a solution, maybe the mentee is challenged a bit too hard, maybe something got lost in the way… You need to sell motivation against engagement. Like in any sale, it is a matter of trust and value perception. Where did you start to loose the sale ? If the mentee looses trust, in you or in the process, if they don’t perceive the value, if they do not get tangible results, even small ones, with a clear explanation and an idea of corrective actions, anyone would loose interest. Focus on the basics, the relationship and the results.

Lo principal es realizar una Escucha Activa. Ver que necesidades y objetivos tiene. En función de ellos trazar una Estrategia de ayuda para que se logren los resultados deseados.

Hold on, let's think about this. Consider a gardener's task: is it just tending to a lush lawn filled with lively bees, blooming flowers, and fluttering butterflies? Or is it more about starting from scratch, tackling a challenging plot filled with thorns, weeds, and struggling plants? This is much like a mentor's role. They often begin with challenges and obstacles. If they're lucky to find some 'green grass' along the way, that's a bonus!

Una de las principales causas de falta de motivación suele ser el no haber conseguido el objetivo esperado. Lo importante es identificar porqué no se han alcanzado esas metas. Quizás sea porque: - pusiste el listón demasiado alto. - no fuiste realista, en cuanto a tu tiempo disponible. - no te comprometiste lo suficiente. - hubo circunstancias ajenas a ti que te lo impidieron. - tus objetivos no fueron realistas. Un objetivo no es más que una meta, un anhelo, un deseo, es decir, algo que queremos conseguir, pero es fundamental que sean realistas para que no te frustres y para poder medir lo que estás haciendo. Mi recomendación es que los detalles al máximo, que te emocionen para no abandonar a la mínima y, claro, que pases a la acción.

When setting SMART goals together with the mentee, ensure you identify and include goals that excite them. Are there projects they would like to work on or specific skills they want to develop further? In my experience, people want to feel heard. Once you establish these goals, identify milestones, and set routine check-ups, there is a much greater likelihood that the mentee will gain motivation.

Sin feedback no hay avance en un proceso de mentoría para la persona mentorizada. Ese feedback tiene que ser honesto y sincero, pero sin dañar a la otra persona; ese es un límite innegociable. Yo intento hablar siempre con mis mentees de puntos de mejora, en lugar de cosas mal hechas ☺️ Además, pienso que ese feedback tiene que ser bidireccional, de manera que el mentor (o mentora, claro) ajuste su forma de conducir las mentorías.

🌟I absolutely agree with this. One thing I've noticed is sometimes a mentee is unmotivated because of personal challenges overshadowing their progress. Personally, even as a mentor I have lost motivation occasionally. It's a normal response to external factors. 🌟What I do is, I write my mentee a weekly appreciation letter. This letter usually contains all the glass ceilings my mentee has broken for themselves. I also include positive affirmations and a powerful mantra at the end. Positive reinforcement is a powerful tool when fighting lack of motivation and if used creatively, it can have your mentee up and back on track almost instantly!

Estando de acuerdo con que el refuerzo positivo es una manera de incentivar a un mentee desmotivado, creo que el mentee tiene que poner de su parte y responsabilizarse del proceso. Quiero pensar que trabajo con adultos y que la consecución de sus metas no puede depender de manera exclusiva de mis palmaditas en la espalda. Porque si es así, no va a funcionar 🤷🏻♀️

Estando de acuerdo en la importancia de empoderar a un mentee, creo que es fundamental que esa persona ponga de su parte también. Los mentores podemos y debemos animar, apoyar, empoderar, etc., pero no podemos "tirar" siempre de aquellos a quienes mentorizamos. Ha de ser un trabajo compartido, en el que el mentee se haga responsable de su parte en el proceso, tal y como yo lo veo ☺️

Meet them where they are, not where you think they should be. Start by understanding their perspective—what’s holding them back? Sometimes, it’s about showing patience, consistency, and small wins to spark their motivation. I believe, change happens when they feel supported, not pushed.

Mentorizar a una persona es mucho más que un trabajo e implica mucha responsabilidad, al menos tal y como yo entiendo las mentorías. Mentorizar a una persona es llevarle dela mano en su camino, allanarle ese camino, impedir que se caiga o que la caída sea menor, etc. Es un proceso maravilloso en el que tanto mentee como mentor crecen mucho, sobre todo, personalmente.