In this episode of the Connected Leadership Bytes, we feature Andy Lopata’s guest interview on the Authority Podcast with Ross Romano. Andy is a specialist speaker on professional relationships and co-author with Dr Ruth Gotian, of the Financial Times Guide to Mentoring.

Mentoring in its various forms and benefits for both mentors and mentees is discussed. Andy explains that mentoring isn't just a hierarchical senior-junior relationship; it can be reverse mentoring (junior mentoring senior), peer-to-peer and formal/informal approaches. He emphasises the importance of having a "mentoring team," drawing support from various individuals.

Andy and Ross agree that the qualifications for being a mentor are experience and expertise rather than formal qualifications. Andy explains the distinctions between mentoring, coaching, role models, and sponsors.

The podcast also discusses what mentors should expect from mentees (commitment, accountability, openness to challenge) and vice versa. Andy also advocates for an abundance mentality in mentoring, both at an individual and organisational level, arguing that investment in mentorship yields significant returns in terms of staff retention, upskilling, and creating a positive work environment.

Key Takeaways:

1. Diverse Mentoring Models: Andy shared that mentoring extends beyond the traditional hierarchical model to include reverse mentoring, peer-to-peer mentoring, and informal mentoring teams, catering to diverse needs and situations.
2. Clarity of Objectives: He emphasised the crucial role of clearly defined goals and objectives for both mentor and mentee to ensure the relationship's effectiveness and to prevent it from stalling.
3. Honest and Supportive Guidance: The balance between honest feedback and supportive encouragement is critical. Mentors should challenge mentees while providing the support needed to succeed.
4. Accountability and Commitment: A successful mentoring relationship requires both parties' commitment and willingness to be held accountable for agreed-upon actions and goals.
5. Organisational Mentorship Programmes: To be successful these programmes require strategic planning, senior management buy-in, and peer-level support to ensure effectiveness and prevent resentment within teams.

SELECTED LINKS FROM THE EPISODE

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Ross Romano: Website |LinkedIn |X/Twitter

The Financial Times Guide to Mentoring

This week, Connected Leadership Bytes dives into a conversation with Paul McGee, author and speaker known for his book “SUMO (Shut Up, Move On) and his latest release “The Happiness Revolution”. Andy and Paul explore the complexities of happiness in a world filled with technological advancements and social media pressures.

Paul emphasises that happiness is not a destination but a byproduct of living life well, embracing challenges, and fostering meaningful connections. He highlights the importance of embracing a holistic approach to well-being, taking care of our physical, mental, and emotional health.

Social media, while offering connection, can also contribute to aims of social perfectionism and unrealistic comparisons, leading to unhappiness. Paul advocates for a mindful approach to social media, using it as a tool for connection and inspiration while recognising its potential pitfalls.

There is a tendency to postpone happiness until we achieve certain goals. Paul suggests finding happiness in the present moment and not solely relying on external factors.

The episode concludes by exploring the connection between happiness and professional relationships. Paul argues that happier individuals create a more positive work environment and foster stronger professional connections

Key takeaways from the episode

·       Happiness is a byproduct, not a destination: This resonates with the idea of finding joy in the journey, not just the destination, which is a key principle for successful and sustainable leadership.

·       Holistic well-being is crucial: Happiness is not solely about emotions. Take a holistic approach that encompasses physical, mental, and emotional well-being.

·       Social Media: A tool, not a master:. Use social media mindfully as a tool for connection and inspiration, but avoid letting it define your worth or happiness. This emphasises the need for leaders to be aware of how social media impacts their own well-being and the well-being of their team members.

·       Authenticity is key: Authenticity and vulnerability are essential for strong leadership. Sharing your struggles and challenges alongside your successes builds trust and connection with your team, creating a more human and supportive environment.

·       Embrace imperfection: Aim for excellence, but recognise that perfectionism is unrealistic and can be detrimental to your well-being. Embrace your flaws and failures as opportunities for growth. This encourages leaders to be more relatable, create a culture of learning, and foster a sense of psychological safety within their teams.

·       Happy people build strong connections: Happiness has a positive impact on professional relationships. Be kind, grateful, and focus on building genuine connections. This highlights the importance of emotional intelligence and creating a positive work environment for successful leadership.

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Paul Mcgee: Website |LinkedIn |X/Twitter

The Financial Times Guide to Mentoring

Get ready to raise a glass... of sparkling water! In this episode of Connected Leadership Bytes, Andy Lopata revisits his episode with Janey Lee Grace, a familiar voice from BBC Radio 2 and a passionate advocate for alcohol-free living.

Janey shares her personal journey from pop star to radio presenter, revealing how she navigated a world obsessed with alcohol and ultimately decided to embrace a sober lifestyle. She discusses how alcohol is deeply ingrained in our culture, and the challenges of politely declining a drink without feeling like you're missing out.

Janey and Andy discuss the crucial role of connection in overcoming addiction, highlighting the power of community and finding a sense of belonging. She talks about the Sober Club, a space she created to support individuals on their alcohol-free journeys, and emphasises the importance of having people you can connect with and rely on as you navigate a sober life.

Andy and Janey conclude with a call to action, urging listeners and leaders to challenge the assumption that alcohol is essential for building relationships. They offer insights on how to create more inclusive environments where everyone feels comfortable, regardless of their choices around alcohol.

Janey's new book, "From WHAM! to WOO: A Life on the Mic," is a must-read for anyone who loves music, radio, and behind-the-scenes stories. She takes us back to her early days in the music industry, from singing backup for Mari Wilson and the Wilsations to touring the world with WHAM!

·       It's time to challenge the "alcohol is essential" myth. There are plenty of ways to build strong relationships without relying on a drink.

·     You're not alone. There are countless people who have embraced a sober lifestyle and have discovered incredible benefits.

·       Don't be afraid to say "no" to alcohol. It's your right to choose what you put in your body.

·       Connection is key. Find a supportive community, online or offline, to help you stay motivated and on track.

·       Leaders, it's your job to create inclusive work cultures. Make sure everyone feels welcome, regardless of their choices around alcohol.

Connect with Andy

Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Janey Lee

Grace: Website |LinkedIn |X/Twitter

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring

From WHAM! to WOO: A Life on the Mic by Janey Lee Grace

In this episode of the Connected Leadership Podcast, host Andy Lopata welcomes Nathan Farrugia, leader of the Vistage Group. Nathan is an experienced business coach with more than 20 years’ experience across technology, construction, healthcare, education, and hospitality, as well as a TEDx speaker, philanthropist and record-breaking adventurer. Nathan's impressive resume includes setting a world record for running 27 marathons in 27 countries in 27 days.

Andy and Nathan examine the art of asking tough questions, a skill vital for leaders. Nathan believes many leaders, particularly those grappling with burnout and change, are not being asked the crucial question, "Is what you're doing aligned with your purpose in life?" This existential query, often avoided in everyday interactions, becomes a cornerstone of Nathan's coaching approach, prompting introspection and reflection.

Exploring the delicate balance between assertiveness and vulnerability in coaching, Nathan emphasises the importance of earning trust before delving into deeper, potentially uncomfortable questions. He shares how his own experiences, coupled with strategic storytelling, help him build rapport and encourage clients to open up. 

The episode highlights the importance of understanding emotional responses to tough, challenging questions, specifically drawing on the concept of the "chimp brain"—the instinctive, reactive part of our minds. Nathan explains how he recognises these reactions through body language and seeks to create a safe space for individuals to move beyond emotional defences and engage with their rational minds.

Andy and Nathan explore the distinction between coaching and mentoring, with Nathan underscoring that while he may offer insights based on his experience, he never prescribes solutions. He prioritises empowering clients to discover their own answers through a process of exploration and self-discovery.

What we discussed:

1.     Are you asking the right questions?

2.     Beyond the surface. Nathan's experiences highlight the importance of diving deep to understand the emotional drivers behind a client's challenges. How much are you truly listening to your team?

3.    The power of vulnerability. How can you create a space where open dialogue and authentic conversation flourish?

4.    Unlocking the "chimp brain." Learn how to recognise and navigate emotional reactions to challenging questions.

5.     The magic of group dynamics. Learn how to leverage the power of collective wisdom in your team?

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Nathan Farrugia: Website |LinkedIn |X/Twitter

The Financial Times Guide to Mentoring

This episode of Connected Leadership Bytes examines the concept of lateral mentoring, a powerful yet often overlooked form of support. Deborah Heiser, PhD, founder of The Mentor Project, introduces the idea that mentoring doesn't always have to be hierarchical. It can be a dynamic exchange of knowledge and experience between peers, even those in different departments or industries.

Deborah emphasises the importance of embracing vulnerability and asking for help, even from unexpected sources. She shares real-life examples of how individuals have leveraged lateral mentoring to achieve breakthroughs and launch their careers.

Andy and Deborah highlight the benefits of both formal and informal mentoring relationships and how they can complement each other. She also sheds light on the critical role of reverse mentoring, where younger generations mentor older individuals on emerging trends and technologies. Deborah underscores the need for organisations to embrace cross-company and cross-sector mentoring, fostering collaboration and knowledge.

The episode concludes with a call to action for listeners to actively seek out mentoring opportunities and recognise that everyone, regardless of their position, can benefit from both giving and receiving mentorship.

Key takeaways from the episode:

·       Lateral mentoring is a powerful form of support that can come from peers, even those in different departments or industries.

·       Embrace vulnerability and ask for help from unexpected sources. Every connection is useful.

·       Formalise lateral mentoring relationships to make them more effective and focused.

·       Don't underestimate the value of reverse mentoring, where younger generations mentor older individuals on emerging trends.

·       Embrace cross-company and cross-sector mentoring to foster collaboration and knowledge sharing.

·       Recognise theimportance of both giving and receiving mentorship.

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Deborah Heiser: Website |LinkedIn |X/Twitter

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring

In this episode of Connected Leadership Bytes, Andy Lopata revisits his interview featuring Chelsey Baker, founder of National Mentoring Day. Andy and Chelsey discuss the importance of mentoring and the difference between mentoring and coaching, pointing out that mentoring is about providing answers and sharing expertise, while coaching focuses on specific skills and goals.

They explore the benefits of mentoring across all levels, from startups and young entrepreneurs to C-suite executives and students. Chelsey highlights the essential role mentoring plays in fostering confidence, connectedness, and a sense of belonging, especially during times of uncertainty.

Andy and Chelsey consider the dynamics of mentor-mentee relationships, discussing the various forms mentoring can take – formal, informal, one-on-one, peer-to-peer, and reverse mentoring. Chelsey stresses the importance of finding the right mentor who can provide both guidance and support.

The conversation then shifts to National Mentoring Day, its origins, and how it has grown into a global movement. Chelsey shares her journey, showing how the lack of mentorship resources she initially encountered, inspired her to create National Mentoring Day.

Chelsey also shares her "six keys to effective mentoring", which include leading by example, active listening, and fostering a trustworthy and supportive relationship. Chelsey reflects that mentoring ultimately fosters growth, innovation, and confidence, permitting individuals to unlock their full potential.

Key takeaways from the episode:

• Mentoring is for everyone, regardless of age, industry, or career stage.
• Mentoring provides answers and shares expertise, while coaching focuses on specific skills and goals.
• Mentoring fosters confidence, connectedness, and a sense of belonging.
• Effective mentoring relationships are built on trust, active listening, empathy, and guidance.
• National Mentoring Day encourages organisations, mentors, and mentees to celebrate the power of mentorship.
• You can get involved in National Mentoring Day by joining the mentoring ask, sharing your mentoring stories, and supporting mentoring initiatives. www.nationalmentoringday.org

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Chelsey Baker: Website |LinkedIn |X/Twitter

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring

This episode of Connected Leadership Bytes, originally featured as a guest interview on the Kwame Christian podcast "Negotiate Anything," features Andy Lopata, professional relationship strategist, author of "The Financial Times Guide to Mentoring," and host of the Connected Leadership" podcast. Andy shares his insights on the importance of building and leveraging professional relationships, and particularly the role of mentoring.

Andy argues that building a strong network of mentors is essential for career growth, citing research that shows performance accounts for only 10% of promotion decisions, while image and exposure account for 30% and 60% respectively. He defines mentoring as a relationship where someone with experience and expertise in a particular area helps guide another individual towards their goals.

He explores the different types of mentoring relationships, including formal and informal, traditional, reverse, and peer-to-peer. Andy emphasises the importance of both formal and informal mentoring relationships, advocating for creating a diverse "mentoring team" for optimal support.

Andy also discusses the differences between mentoring, coaching, and sponsoring, highlighting the key distinction: mentors know, while coaches explore. He stresses the importance of using coaching techniques to help mentees develop independent solutions, rather than simply offering advice.

The episode concludes with Andy sharing valuable insights on the skills needed for effective mentoring, highlighting the importance of humility, commitment, and independent thought for both mentors and mentees.

Key Takeaways:

• Mentoring is essential for career advancement, influencing image and exposure more than performance.
• Mentoring can take many forms, including formal, informal, traditional, reverse, and peer-to-peer.
• Good mentors use coaching techniques to help mentees develop independent solutions.
• Humility and mutual respect are vital for both mentors and mentees.
• Vulnerability builds trust and encourages open communication in the mentoring relationship.
• Mentees should be prepared to contribute actively, set goals, and make independent decisions.

SELECTED LINKS FROM THE EPISODE

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Kwame Christian: Website |LinkedIn |Instagram | YouTube

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring

In this episode of the Connected Leadership podcast Andy Lopata features Derrick Noble. Dr. Derrick has spent the past two decades helping business leaders elevate their leadership and communication skills. Overcoming a severe stutter and speech impediment in his youth, Derrick defied the odds to become an award-winning keynote speaker, two-time TEDx speaker, speech coach, and trainer. Known for his humor, he often says, "At first, I couldn’t talk, and now they can’t shut me up!" He works with leaders from various sectors, including business, non-profits, and government agencies, with clients including the U.S.A.F, Navy, Forestry Service, FBI, and the City of Los Angeles.

Derrick shares how his fifth-grade principal, Lionel Ward, helped him conquer his stammering fear by encouraging him to read school announcements over the intercom. This experience instilled in him the belief that "leaders are made, not born." Andy and Derrick discuss his passion for helping individuals who are often overlooked or underestimated.

Derrick recounts a personal experience where he publicly confronted a workplace bully to protect a coworker, demonstrating that sometimes a bold, public stand is necessary to address ingrained toxic behavior. He stresses the importance of creating a culture where individuals feel safe to voice their concerns.

The significant positive impact a single individual can have on an organisation's culture is identified, sharing an anecdote about a quiet receptionist whose kindness significantly boosted team morale. He emphasises the importance of recognising and acknowledging those who quietly contribute to a positive environment.

Andy and Derrick also explore the delicate balance of having management present during team discussions, recognising that their presence can influence open communication. Derrick advises leaders to assess their team's comfort level and decide whether separate meetings without management are necessary to foster open dialogue.

The importance of making team members feel heard by actively listening, understanding concerns, and offering honest responses, even if those responses involve acknowledging limitations or explaining why a requested change isn't feasible is real leadership.

This episode is a goldmine of leadership insights, covering topics like workplace bullying, public and private conversations, the impact of individual personalities, fostering positive team dynamics, and ensuring that people feel heard. It's a powerful testament to the transformative power of leadership and its ability to create positive change within an organisation.

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Derrick Noble: Website |LinkedIn |X/Twitter| YouTube

The Financial Times Guide to Mentoring

Andy Lopata recalls his conversation with workplace communication expert Antoni Licanai In this episode of the Connected Leadership Bytes. They examine the concept of how internal workplace culture influences external engagement, with Antoni arguing that treating colleagues poorly leads to poorer customer service.

Antoni argues that the responsibility for fostering a positive workplace culture lies with leadership. He shares several examples of how poor leadership created toxic environments that negatively impacted employee engagement and, subsequently, customer service.

Andy and Antoni discuss strategies for addressing toxic workplace cultures, emphasising the importance of leading by example and building trust through predictability and empathy. Antoni further emphasises the importance of fostering a "servant" mindset, where employees are encouraged to help each other, leading to a more positive culture that benefits both internal and external stakeholders. He also challenges the idea of internal competition, suggesting that it can be detrimental to a collaborative workplace culture.

Antoni closes by highlighting the importance of corporate social responsibility (CSR) and aligning company values with a higher cause. He argues that the most successful organisations are those that foster a sense of tribe or community amongst their employees and stakeholders, creating a shared purpose that goes beyond individual goals.

Key Takeaways:

1.     Internal culture impacts external engagement: How employees are treated internally directly impacts their engagement with external stakeholders like customers, suppliers, and partners.

2.     Leadership sets the tone: Leaders are crucial in shaping a positive and collaborative workplace culture. Toxic cultures often stem from poor leadership practices.

3.     Empathy and trust are key: Building trust within a team is essential for addressing any issues and fostering a healthy workplace environment.

4.     Encourage a "servant" mindset: Encourage employees to support each other and prioritise collective goals over individual ones.

5.     Rethink internal competition: Encourage collaboration over competition to foster a sense of community and shared purpose.

6.     Embrace a higher cause: Aligning company values with a broader social or environmental cause can create a stronger sense of purpose and attract employees who share those values.

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Antoni Lacinai: Website |LinkedIn  

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring

In this episode of the Connected Leadership Bytes, Andy Lopata revisits his interviews with Todd Cherches, an academic from New York who specialises in visual leadership. They discuss the concept of visual leadership, exploring how it goes beyond simply incorporating pictures into presentations. Cherches argues that visual leadership is about how we see the world and how that shapes our vision as leaders. He emphasises the importance of diversity and inclusion in shaping our vision, highlighting that different perspectives can lead to more innovative solutions.

Andy and Todd look at the power of metaphors, storytelling, visual imagery and models as tools for effective communication and engagement. Todd provides practical advice on how to incorporate visual elements like drawings and models, even for those who consider themselves artistically challenged.

Humor in leadership can be a powerful tool for engaging and connecting with people. Todd shares insights on how to find humor in everyday life and use it effectively in communication.

Todd also touches upon the three V's - visibility, voice, and value - as key elements for building strong professional relationships. He emphasises the importance of being seen, heard, and recognised for making a contribution, even for introverts. He encourages listeners to take baby steps towards developing their voice and contributing to conversations.

Key Takeaways:

1.     Visual leadership is more than just pictures: It involves how we see the world and how that shapes our vision as leaders.

2.     Diversity and inclusion are crucial for vision: Different perspectives lead to more innovative solutions.

3.     Metaphors, storytelling, visual imagery and models are powerful tools for communication and engagement.

4.     Humor can be a powerful tool for connecting with people.

5.     Learning from fiction and literature can offer valuable leadership lessons.

6.     Being seen, heard, and recognised for making a contribution is essential for building strong relationships.

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Todd Cherches: Website |LinkedIn  

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring

In this episode of the Connected Leadership Bytes, Andy Lopata revisits his interview with Renee Lee Rosenberg, a talent development coach, trainer and international speaker. They discuss the challenges and opportunities of navigating a multi-generational workforce. Andy and Renee explore the characteristics of five distinct generations: the Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z, highlighting their differences in values, communication styles, and expectations.

Renee shares anecdotes from her own experiences to illustrate the challenges of bridging these generational divides, including a humorous encounter with a multitasking Google employee. She emphasises the importance of understanding and acknowledging these differences, advocating for open communication, and creating a culture that respects and values each generation's unique contributions.

The conversation looks at the benefits of both traditional and reverse mentoring, demonstrating how learning and growth can happen across age groups. Renee's insights emphasise the need to move beyond hierarchies and focus on individual contributions, fostering a sense of shared purpose within organisations.

Key Takeaways:

1.    Understanding Generational Differences: Leaders need to research and understand the values, communication styles, and expectations of each generation.

2. Embrace Open Communication: Create an environment where open dialogue, feedback, and honest communication are encouraged.

3.  Promote Mentoring & Reverse Mentoring: Foster learning and growth across generations through both traditional and reverse mentoring.

4.  Value Individuality: Recognise and appreciate the individual contributions of each employee, regardless of age.

5.  Cultivate a Purpose-Driven Culture: Emphasise the company's purpose and values to attract and retain talent from all generations.

6.     Move Beyond Hierarchies: Break down traditional hierarchies and foster a collaborative environment where everyone feels respected and valued.

SELECTED LINKS FROM THE EPISODE

Connect with Andy Lopata: Website | Instagram | LinkedIn | X/Twitter | YouTube

Connect with Renee Lee Rosenberg: Website |LinkedIn  

Listen to the full episode of this podcast

The Financial Times Guide to Mentoring