How can you help mentees overcome their fears?

Am besten ist es immer, wenn man ansprechbar ist! Es ist ok Fehler zu machen! Eine offene Fehlerkultur und Raum zur Entfaltung muss gegeben sein. Was ist Angst? Woher kommt das? Warum hat der Mitarbeiter angst? Gemeinsames Sprechen und nach Lösungen suchen

The person should be aware of this condition and not be in denial. Fear is an underlying condition that may surface by outside triggers. By being calm in acknowledging it, one can proceed to open this fear to a level for release.

This is a great technique - I call it: confront the fear. In essence, you are rationally asking if the fear is real or not and looking for real/ tangible evidence of it. You see, a lot of our fears are purely based on beliefs we have - we acquire beliefs from the moment we are born and some are simply not true. For instance, I once had a client who was terrified of moving roles as she was not good at networking. So, I asked her: - Do you build strong professional relationships with ease? She said yes. - Do you find it easy to connect with someone when it's clear what the goal is? E.g., a team member, a manager, etc. She said yes. So, the fear was not real and she had evidence of it. She was just letting self-doubt creep in.

It is not to challenge one's fear it is to give it an allowance. The mentee is to find a resolution by opening this fear where it can be tabled and the person can find their solution. Fear should not be equated to True or False which is working to define the experience within conditional statements. The experience should be expressed in a relationship to seeing the strengths and weaknesses through the mentee.

To overcome a fear is not to confront it but to come to a level of acceptance. It has been a transition for the mentee to see within the deeper levels in exploring this experience. For them, clearing the pain and allowing this memory to be neutral is a step towards further understanding their life journey. The benefit and direction is a shift forward in finding value in each lesson and experience.

Time to see action is in finding time to further discuss their new understandings and how they have merged from this experience at a later date.

Support comes when the mentee would like to explore further and wishes to seek or open further areas that may trouble them. A mentor is not there to provide praise or encouragement by giving them self-esteem. Self-worth is earned by doing the hard yards. AI lacks the intuitive abilities within the consultation arena and will label or provide old outdated therapies and practices that serve mentees to find solutions through others and not within themselves. The AI paraphrasing of society's knowledge in providing answers or direction fails in providing intellectual human development. The paradox in life is to seek within to find out "Who you Are" not "What you Are.

Being a mentor is like being a guide through a maze, especially when fears pop up. First, create a comfy space – it's like a cozy chat corner. Listen to their fears, no matter how big or small, and acknowledge them – it's like saying, "I hear you." Share stories about facing fears – it's like a pep talk over coffee. Break down the big fears into smaller, doable steps, like tackling one part of the maze at a time. Encourage them to try small challenges first, building up like leveling up in a game. Be their cheerleader – it's like having a buddy saying, "You got this!" Together, you're not just facing fears; you're turning them into conquerable steps toward growth.