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Science confirms that our ability to inspire, empower and actualize our potential has never been greater; remember this, empower it, use it! Neuroscience confirms that we can rewrite default patterns of thinking, communicating and doing; we can build new emotional set-points that take us forward faster and better while also enhancing our ability to focus, ideate, learn and relearn.
Learn more:
- http://www.scoop.it/t/21st-century-learning-and-teaching/?tag=LeaderShip
Via Gust MEES, Don Cloud 
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One of the best investment in your career life is mentoring - either having a mentor, or being a mentor. Via Gust MEES
Trish Sadar's insight:
In my humble opinion: It is never too late to be a mentor, and you are never too experienced to have a mentor.
How wonderful it is to share tools, tips, mistakes, and lessons with someone who has not had the same experiences.
On the flip side, seeking out someone as a mentor who already has the expertise and experiences in an area that you want to strengthen is a great suggestion. (Why would I want to learn the hard way, when I can learn from someone who has already made the mistakes, and has proven methods, tools, and tips to help accomplish my goals faster.
Anthony Robbins says that Success leaves clues.
Make it a great day!
Gust MEES's comment,
August 7, 2013 12:58 PM
Patricia, I agree!!! BUT people must also be a able to listen, the MOST difficult ;)
Trish Sadar's comment,
August 7, 2013 1:28 PM
Dear Gust, yes...I completely agree. We have to be willing to listen ... I work on this daily:)
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Teacher Andrew Jones explains the difference between coaching and mentoring, and how they suit different professional development needs
Coaching, on the other hand, consists of peer-to-peer discussions that provide the person being coached with objective feedback on their strengths and weaknesses in areas chosen by them. While discussion is led by the coach, they ask questions that allow the professional seeking advice to reflect on their practice and set their own goals for improvement. This is the opposite of mentoring as the coach does not evaluate, judge or set targets, and the person being coached is in full control of the discussion.
Unlike mentoring, coaching also gives the recipient more say on the direction of their professional development and encourages them to take more ownership of their CPD.
Learn more:
- https://gustmees.wordpress.com/2014/07/10/education-collaboration-and-coaching-the-future/
Via Gust MEES, Ivon Prefontaine, PhD
Gust MEES's curator insight,
August 11, 2014 7:37 PM
Coaching, on the other hand, consists of peer-to-peer discussions that provide the person being coached with objective feedback on their strengths and weaknesses in areas chosen by them. While discussion is led by the coach, they ask questions that allow the professional seeking advice to reflect on their practice and set their own goals for improvement. This is the opposite of mentoring as the coach does not evaluate, judge or set targets, and the person being coached is in full control of the discussion. Unlike mentoring, coaching also gives the recipient more say on the direction of their professional development and encourages them to take more ownership of their CPD. Learn more: - https://gustmees.wordpress.com/2014/07/10/education-collaboration-and-coaching-the-future/ 
june holley's curator insight,
August 12, 2014 7:47 AM
This is a distinction that is important for developing network leaders. 
ManufacturingStories's curator insight,
August 13, 2014 10:46 AM
For more resources on STEM Education visit http://bit.ly/1640Tbl
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The terms mentor and coach are often used interchangeably yet they are different. So what makes them different? Via Gust MEES
Trish Sadar's insight:
Great article that explains the difference between mentoring and coaching.
Make it a great day!
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Learn more:
- http://www.scoop.it/t/21st-century-learning-and-teaching/?tag=LeaderShip
Turbulent times are where the "action is" and when leadership is needed the most ... and when it counts the most. The only question is will you choose to grab the "turbulent" bull by the horns and lead your people and organization to even greater potential, or will you let someone else lead instead ( ... perhaps your competition or adversary)?