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Getting The Most Out Of A Mentorship Relationship

Approaching mentorship can be a valuable experience for both the mentor and mentee. Here are some steps you can follow to get the most out of a mentorship relationship:

Define your goals: Before approaching a potential mentor, it’s important to have a clear understanding of what you hope to achieve through the mentorship. This can help you find the right mentor and ensure that both you and your mentor are on the same page.

Identify potential mentors: Look for individuals who have the skills, experiences, and connections that you would like to develop. This can be someone you already know, someone you have worked with, or someone you admire from afar.

Reach out: Once you have identified a potential mentor, reach out to them and express your interest in working with them. Be specific about what you would like to learn and how a mentorship relationship would benefit both of you.

Establish expectations: It’s important to establish clear expectations for the mentorship relationship from the outset. This includes things like the frequency of meetings, communication preferences, and the length of the mentorship.

Be proactive: Mentorship is a two-way relationship, and it’s important to be proactive in making the most of the opportunity. This means being prepared for meetings, following up on action items, and actively seeking out opportunities to learn and grow.

Provide value: While mentorship is an opportunity for you to learn and grow, it’s also important to provide value to your mentor. This can be through sharing your own experiences and insights, offering to help with projects, or simply being a good listener.

Be open and honest: Communication is key in any relationship, and mentorship is no exception. Be open and honest about your experiences and feelings, and don’t be afraid to ask questions or provide feedback.

Be respectful: Finally, it’s important to be respectful of your mentor’s time and resources. Be punctual, follow through on commitments, and always be mindful of the value that your mentor is bringing to the relationship.

Understanding Your Customer Base

We all claim to understand our market, the people/companies we are targeting
The real question then becomes how well we know them, and what efforts we are making in getting to understand them better.
Let’s be clear, understanding your audience is at the forefront of every successful business. So, in that spirit, let’s glance over how it is done.

Conduct a market research/analysis

HOW?

This is how

Research your target audience in detail!

Understand your audience, their needs, and how your product/service resolves these.

Explore other potential markets. Can your business succeed in another market? Can you diversify?

After the research fine tune your brand or even rebrand dependent on your findings.

Always look to improve your product/service. Regularly conduct a competitor analysis. See how you can do better.

Bring in expert help. This is something that could take your business to the next level. An expert will make the most of this opportunity. Our experts can help with this and map out a plan for improvement moving forwards.
Contact us for a free consultation, email us at info@primekbsinstitute.org or call +234 (0) 803 308 2815

3 Simple Ways to Motivate Your Team Members

Make any job great with a few small changes.

Theories on motivation have long predicted that a baseline satisfaction score could be decreased or increased by peripheral factors. In other words, a job may be “an 8,” but if the boss brings muffins every morning, the gig is really “a 10.”

Managers are often exposed to a wide range of concerns from their employees, and as the new boss, it can be overwhelming to know where to begin. Thankfully, simple and affordable strategies are available to every manager to increase job satisfaction.

1 Communicate openly and often

Communicate openly and often.

The number one problem people have with their bosses? A lack of communication.

Engage in meaningful conversations with your team members through weekly one-on-ones. Give them timely feedback and provide any support they might need.

That said, avoid excessive or inappropriate communication such as adding them on social media or sending unsolicited emails at night and on the weekends.

2 Prioritize employee well-being.

Get the basics right – employees report that air quality, natural light, and comfortable

temperatures matter more to them than perks like gym memberships or access to tech-based health tools.

Bring healthy and delicious snacks to work for your team, or advocate for your company to provide these in the kitchenette for free. Encourage your star performers to nap on the job, and empower people to sign off at a reasonable hour.

3 Get “autonomy” right.

A majority of knowledge workers indicated in a recent survey that flexibility is more important to them than salary or other benefits. Even so, complete autonomy or an attitude of “Do what you want” can leave people confused.

Work to find the right balance for your team. The goal is to make each person feel trusted, responsible, and accountable for their work, but also provide them with support when they need it.