To flatten hierarchies that hold back progress, can be harder than moving a graveyard.
But mutual mentoring, or mindguiding, is a relatively easy way into new talent growth. Not by taking away from a leader’s brilliance, but by adding novice capabilities into the mix.
Mindguiding for Talent Development
What’s your chain-of-command experience?
Hierarchies failed me early as my dad lacked skills to engage us, 2 brothers committed suicide and I ended up on Barrington Street, in downtown Halifax Nova Scotia at 14. Alone, penniless, no place to sleep – my journey away from typical chains-of-command began with stark realities.
If you’ve benefitted from people smarter than you, you’ve likely mindguided at its best.
Mindguiding across age
Innovators find inspiration in teaching others. MBA students end their classes into a Mindguided Celebration of Innovation.
In these exchanges folks shift from expert to favor fellow explorer. Yes, regardless of the age, gender, background, position or experience.
See potential to replace broken practices or spark rejuvenation where you work?
Brains Equip you for Mindguiding
Mindguiding across Cultures
See how brains equip mindguiding by engaging both right and left hemisphere to solve real problems.
Mindguides use more working memory , a unique area of the brain where we cultivate new possibilities. Working positions new information up front, so other parts of the brain can use it to build refreshing outcomes.
This relies less on the basal ganglia – or mental storehouse of routines.
No wonder a mindguide keeps intelligence fluid. No wonder they raise personal and collective IQ across a wider range of capabilities. Not a bad return for a fresh new practice.
How does mindguiding ignite innovation and energize communities to raise collective intelligence individually and institutionally?
What if you mindguided today?
I mindguided with Andy Anderson in Canada when he hoped to publish research for a promotion, and I wanted more physical activity. While I’m not LPGA material, I’ve won golf tournaments since, and Andy learned how neuro-discoveries positively affect movement. Together we published a research article in JOPERD.
Capitalize on Differences
What if you invited one other person who differs from you in age, background, gender or experiences, to explore possibilities for an innovative improvement where you work?
Top Ten Mindguiding Principles – from Neuro Discoveries
1. Skilled facilitators actively lead across diversity from behind. Did you know that to teach others at the same time you learn, is to retain 90% more ?
2. Contributions are sought across differences in rank and skill levels. Are you aware the brain uses diversity to move us past gridlock and compromise ?
3. For each problem raised there is a doable solution proposed. The brain is equipped to design solutions as an innovative response to stubborn problems .
4. Veterans and novices mutually mentor one another for shared benefits. Have you ever noticed the brain’s ability to stoke insights in reciprocal or mindguided exchanges ?
5. Intrapersonal evaluations increase reflection and may topple certain traditions. Have you seen people replace popular practices hold back collective IQ for innovation in any organization?
6. Laughter is more at self and mindguided humor benefits all concerned. Have you seen folks focus more than most mentorships – on spreading serotonin the brain’s chemical of wellbeing to stoke new ideas across differences.
7. Innovations are scaled and regularly rewarded as a way to sustain innovative settings. Have you considered the marks of a brainpowered setting in your organization?
8. Participants all help to shape an ethical mindguiding process. Did you know that a brain on ethics reconfigures itself for a new kind of growth?
9. Progress is tracked individually and institutionally, in ways that make change easier. Are you aware of how the brain enhances wonders of useful change ?
10. Final decisions are made with all mindguides’ participation. Did you know that the brain uses novelty new era outcomes, when people share in decision-making. In contrast trust is lost if one leader makes unilateral decisions that ignore mindguides’ perspectives.