This is one of the most overlooked steps. Too often I hear "But I just want to do what you're doing...". Whilst that might seem initially flattering to the Mentor, it always leads to disappointment for the Mentee. Wise Mentors ask lots of questions to lead Mentees on a path of 'self-discovery', to work out what looks like "right" for their aspirations. Great Mentors then help break down these goals with the Mentee into achievable bite size steps...

The perceived original objective may, in fact, turn out to be a red herring. Part of clarifying means a willingness to discard what was assumed to be the original decision trajectory. This is a starting point for insights, which are essential in helping the mentee grow. It may initially seem as though it "muddies the waters" and makes things less clear, but the logical outcome is quite the opposite - a clearer focus and defensible decision that was the outgrowth of a deeper look at the original problem.

One of the things I’ve found very helpful over the years is to keep it simple by asking “What are you building & why ? or “What are you considering doing & why ?”. Typically seems to help focus/clarify the decision making process & priorities.

Whatever the objectives, they will want to collect evidence and explore options and potential impact of each. This is something any decision-making process requires.

Clarifying objectives is essential and I strongly advocate for goal check ins throughout the mentoring process, not just setting goals at the start. Goals can change - as can a mentee's skillset and priorities - as you progress along the journey.

Some quick tips that will help you Mentor your Mentee more effectively and impactfully: 1. Encourage Analysis from various angles 2. Explore Different Perspectives 3. Problem-Solving Exercises: Present real or hypothetical challenges for your mentee to solve 4. Decision-Making Frameworks: Introduce decision-making models or frameworks, such as the SWOT analysis or cost-benefit analysis etc 5. Reflect and Learn 6. Offer Constructive Feedback: Highlight areas for improvement without being overly critical. 7. Role Modeling: Demonstrate sound decision-making in your own actions and discussions.

To Foster critical thinking mentors must unveil mentees to the following Accumulation of facts Assumption of different perspectives Evaluation of all the possible outcomes Conclusion

Encouraging mentees to harness critical thinking can be transformative. It's about more than problem-solving; it's cultivating a curious mind. A mentor's role is pivotal in this journey. By promoting discussions that dissect various viewpoints, you're nurturing their analytical prowess. Please encourage them to step outside their comfort zones, immerse themselves in diverse environments, and converse with people from varied backgrounds. This nurtures adaptability and a multi-faceted approach to decision-making. As they master these nuances, mentees won't just make decisions; they'll craft well-informed strategies with long-term vision.

Raising my hand up sky high as I believe Critical thinking skill is the utmost important to build decision making parallel skills. I would suggest my mentee to look all the sides of discussion. -Observe and understand the view points of everyone around you. To see what they believe in. -After seeing all the four corners of your directions. Take your decision. - Don't forget to ask these set of questions along with critical thinking. Why What Where Whom When How This will give you broader view.

Definitely the SWOT analysis is an easy and powerful way to help them open their vision and encourage critical thinking. After that, have them explain their analysis to other people so they can confirm their results or receive new information from different perspectives.

Often time, as a mentor, you will need to help your mentee get out of overthinking. This can be either on the process/tool that they trying to use, or the overwhelming and paralysis of data & insights they try backup for their decision. Running an experiment, tackling a sub-problem or scale it down will help your mentee build up confidents in their ability, especially for new areas of expertise, or new role or responsibility.

Data driven decision making is essential. In our team we do approach the decision-making process based on the data. What past experiences we have and compare that with the current situation is the simplified version which is used by the mentees in our team to get them in the flow of decision making.

Steering mentees through experiential learning can be invaluable. While theoretical knowledge lays the foundation, real-world experiments hone decision-making skills. As a mentor, create a safety net that allows them to take calculated risks. Please encourage them to approach scenarios analytically, draw insights, and iterate. Emphasise that mistakes aren't failures but learning opportunities. By championing this mindset, mentees become agile thinkers, confidently navigating challenges and seizing successes. In this iterative process, growth is continuous, and every outcome becomes a stepping stone towards excellence.

In the realm of mentoring, experience is the cornerstone that fuels growth. Embracing new perspectives when situations call for it can lead to remarkable outcomes for all involved. In the pursuit of greatness, one must be willing to sacrifice the good.

Iteration is key. Sometimes failure is the best teacher, if we can pair it with reflection. I often tell my students they have to be comfortable balancing an opportunistic approach with a strategic one. In other words, they are going to need to “zig-zag” towards their goals. That means they need to be comfortable trying things out, pivoting, going in a new direction. All while maintaining focus on their ultimate goal.

Start with the Why. Help your mentee reconcile with the Big Picture. Will their decision align with their vision of where they want to see themselves in 5 years? Will it lead to a personal fulfilment? Will it ensure their physical well-being? Will it lead them to feel secure in their choices? Lead them to ask questions about themselves, do not provide answers yourself. Help them develop a sense of self-conviction, while gently nudging them to audit from multiple angles.

Personal transformation starts from self-awareness. Being in the present and knowing about ourselves helps us to bring clarity of thinking. Understanding our strengths and weaknesses helps us to set priorities. The priorities of the tasks to be done by himself and what tasks should be delegated to those who have the strengths in that specific task. This process helps the team members also become part of the process of decision-making of growth.

Having mentored 'n' number of people while on the job and while on the way (figuratively speaking), what works for me is to try to bring out the best in each; to look beyond the 'what' to get to the 'why'.... But Yes, the 'iron-fist-in-kid/velvet-gloves' kind of psychology also works; understanding why people become insecure and working around it; I mean, is that not Professional Networking is all about, ultimately? Humble Thanks. Bye

Especially in the AI world, its so easy to get carried away and replicate what all others are doing. Use your own self awareness to identify your own skills, and if cant, the men tor can help in following a right process to be aware. Be an objective mentor who used a mix of push & pull effect.

Fostering critical thinking in my mentees is a core aspect of my mentorship approach. I believe in the power of self-reflection. I encourage them to ponder their career journey, past projects, and both achievements and setbacks. By doing so, they gain invaluable self-awareness about their past behaviors and decision-making patterns. This introspection is the foundation for personal growth. It enables them to pinpoint areas for enhancement, refine their processes, and ultimately, become more effective critical thinkers.

If our mentees lead and manage others, we may want to explore which part of the decision-making process they want and need to engage their team members in. Sometimes it will be in data collection, sometimes in coming up with options, sometimes evaluating potential scenarios and sometimes coming up with technical advice. Encouraging inputs and collaboration is important, if our mentee wishes to develop a participatory style and practise decision-making in a team environment. In my experience, collaboration is important in the process leading up to the decision and once the decision is made. This said, the actual decision-making should remain with the mentee as the owner of the process and the one accountable for making the decision.

No one wins alone. There is enough for everyone. Collaborate, share, make others register a win. It eventually helps you grow better. Let your mentees understand this concept of not being insecure and feel free to collaborate and partner.

Mentees often come to their mentors looking for answers and solutions. My mentees initially get very frustrated with me as I throw them even more questions. Why? The questions enable them to think through the issues and in answering the questions themselves, they are empowered and take responsibility over the solutions. My job as a mentor is to guide them along the path so they remain focused on their eventual goal. All my mentees eventually appreciate this approach and they come out more confident and feel that they themselves have come up with the answers and they OWN their decisions made.

The only way to getting better at decision making is to fully "own it". You can help them see other hidden problem, nudge to explore different paths or options, but in the end, calling the shots should be on your mentee. It's not just about autonomy, but taking ownership and accountability enhance the results and then learning for later improvement.

We usually make an error of judging a decision based on the outcome of the decision. Instead, one should judge based on the process of the decision-making. Create your own process for various types of decisions: Type 1 and Type 2. Ensure that your process takes into account steps to protect against your own potential biases.

I keep it simple, asking open ended questions and helping them make their own choice. I may show different paths they could take but the one they walk is always their own.

Have you ever seen how the vultures learn to fly? * In the first week, they are fed by their parents (As an analogy, the mentor feeds the mentee with knowledge, theoretical and/or practical) * Their nest is a safe place to be (The mentor creates a trusted environment when everybody could express own opinion without fear of being judged) * They watch their parents how they fly and hunt (The mentor should walk the talk and be a role model for the mentees) * Then, the little vultures start exercising how to use their wings (Encourage trying and having own experience) * When they finally feel prepared to fly, their parents are next to them (Let them experiment while you are on stand-by to help them) * Praise the courage for building confidence

Malcolm Gladwell wrote: "Truly successful decision-making relies on a balance between deliberate and instinctive thinking." That is true learning: when theoretical teaching becomes practical action. Each of us has to be immersed in a situation to learn from it, and mentees only learn how to make decisions when they have to take decisions. Only by being immersing in real-life environments, challenging situations, and being entrusted with difficult tasks, can we foster problem-solving, responsibility, and independence - key skills in building decision-making prowess. The key is to keep it practical, experiential and visceral.