Confused Minds Take No Action
When I first heard this neurolinguistics concept, I started seeing it everywhere…
1. I walked into my obscenely-cluttered office and didn’t know where to start. So I closed the door and walked away.
2. I went to a company’s website, but it was congested with conflicting messages. I was confused and left without a purchase.
3. Bob asked me to refer him business, but I am confused about what he does, so I’ve never referred him.
4. Jane asked me for a job, but I am confused about what she could do for us, so I’ve never hired her.
5. I’ve witnessed some mentoring participants flounder, confused by the process or their goal. Typically they withdraw declaring, “I’m too busy.”
6. I had a team member not start a project because he didn’t understand what I needed.
7. I read an article about research that reveals the foundational cause of procrastination: confusion about where to focus one’s attention and energy.
A confused mind takes no action.
When we are confused about what to do, where to go, or where to focus, we tend not to act.
But action cannot depend on clarity. We gain clarity only through action. And not even the right action – just any action, no matter how granular:
- Discard one thing.
- Write one sentence.
- Ask one question.
- Make one phone call.
- Send one email.
- Do one push-up.
Because the reality is that we cannot be in action and stuck at the same time.
So consider…
- where are you confused?
- what granular action can you take immediately?
- where are you causing confusion for your people or an audience?
- how can you lift the fog to help people move forward with confidence?
Ultimately the ability to take action in spite of confusion distinguishes the fruitful from the foiled.
Are you a stakeholder in a mentoring program and need to solve the challenge of scaling, sustaining, and measuring success while also making a difference to your organization and your people?
We get it!
The administrative burdens of managing and growing a mentoring program make the success and impact of it a challenge. Especially when leading a mentoring program is not your only responsibility at work!
Most manual programs struggle with growth, accountability, and demonstrating success. And the more programs you have, the harder it is to manage, measure, and magnify their impact.
Mentoring can be instrumental in on-boarding, retention, engagement, leadership development, and succession… but not if it gets mired in administrative challenges around execution, effectiveness, management, and growth.
We help companies make mentoring matter and then make it magnetic! The MentorLead Platform mitigates the inevitable frustrations and roadblocks from growing and managing programs.
We take their mentoring aspirations and transform them into mentoring solutions that are strategic, scalable, sustainable and successful. That means mentoring is helping you accomplish your organizational goals (such as on-boarding, retention, engagement, leadership development, and succession), while helping your participants accelerate their own success.
We’ll bet you have incredible goals for your organization and your people. And we bet you envision a culture that exchanges wisdom (mentoring!) and leverages the power of peers (mentoring!). But scaling and sustaining a mentoring program while also driving those goals and managing your own job is challenging. And when your program is dependent on you and an excel spreadsheet, it’s no wonder it is limited in its impact or flounders in its execution.
And you likely cringe when your boss asks, “How are you measuring success of the program?” or “How is this helping the organization?” To end the pain, you might distract with a few anecdotes or a survey.
What you need is a mentoring solution,
not just a mentoring program!
The good news is that you can solve the problem of strategy, scalability, sustainability, and success measures, and drive organizational goals and create a culture shift, all while managing your own job.
