Mentoring IRL – Détails, épisodes et analyse

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Mentoring IRL

Business & Entrepreneuriat

Fréquence : 1 épisode/11j. Total Éps: 37

Discover how transformative mentoring relationships are built from both sides of the table. Whether you're looking to guide others or accelerate your own growth, this podcast reveals the art and science behind meaningful mentorship. Each episode combines actionable strategies with compelling real-world stories, showing you how to navigate difficult conversations, set clear expectations, and create lasting professional relationships that benefit everyone involved. From first-time mentors learning to give effective feedback to ambitious mentees maximizing every interaction, we explore what separates good mentoring from great mentoring—and how both parties can thrive in the process.

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Apple Podcasts

🇨🇦 Canada - careers
16/08/2026
#79
🇨🇦 Canada - careers
04/08/2026
#65

Spotify

Aucun classement récent disponible

Liens partagés entre épisodes et podcasts

Liens présents dans les descriptions d'épisodes et autres podcasts les utilisant également.

https://exponentphilanthropy.org/
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https://www.toastmasters.org/
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https://manager-tools.com/
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https://www.linkedin.com/in/angelafalcini
6 partages
https://www.linkedin.com/in/billbonwit
6 partages
https://www.linkedin.com/in/deedee-fisher/
2 partages

https://www.amazon.com/dp/B0CXYZ1234
2 partages
https://www.amazon.com/dp/B07V4V7V4X
2 partages
https://www.amazon.com/Art-Being-There-Creating-Change-ebook/dp/B01FJ3NAC2?ref_=ast_author_dp&amp
2 partages

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Score global : 63%

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Répartition mensuelle des publications d'épisodes au fil des années.

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Derniers épisodes publiés

Liste des épisodes récents, avec titres, durées et descriptions.

Ep #36: Mentoring through Stages of Team Development

Saison 1 · Épisode 36

lundi 3 août 2026 • Durée 30:53

Forming: Building the Foundation

Why new teams need clarity before speed
Creating a team charter that establishes purpose, roles, and expectations
Conducting trust-building exercises and one-on-one conversations
Establishing communication norms before problems arise

Storming: Turning Conflict into Progress

Why conflict is inevitable—and healthy
The difference between productive disagreement and destructive conflict
Recognizing "artificial harmony" before it undermines the team
Using structured debate and respectful dissent to improve decisions
Reading body language and addressing issues before they escalate

Norming: Creating Team Accountability

Moving from leader-driven accountability to peer accountability
Turning "disagree and commit" into everyday practice
Reinforcing team norms that support long-term success
Allowing the team to own schedules, commitments, and outcomes
Preventing comfort from becoming complacency

Performing: Protecting High Performance

Shifting the leader's role from directing work to removing obstacles
Measuring collective results instead of individual activity
Developing future leaders by rotating responsibilities
Conducting regular team health check-ins
Recognizing when organizational change requires returning to the fundamentals

Key Takeaways

Every team progresses through predictable stages of development.
Trust is the foundation that enables healthy conflict and stronger performance.
Healthy conflict focuses on ideas—not people.
Peer accountability creates stronger commitment than leader-enforced accountability.
Leaders should gradually shift from managing internal team dynamics to protecting the team from external distractions.
Organizational changes, new team members, and shifting priorities often move teams back into earlier development stages—and that's normal.
The more trust a team has, the faster they work—and the lower the overall cost.

Books Mentioned

The Speed of Trust by Stephen M. R. Covey
The Five Dysfunctions of a Team by Patrick Lencioni

Practical Leadership Tips

Develop a written team charter early.
Hold one-on-one meetings with every new team member.
Normalize respectful disagreement.
Watch body language—not just spoken words.
Let teams participate in setting their own commitments.
Track outcomes rather than activity.
Schedule recurring conversations about how the team is working together.
Revisit trust-building whenever the team changes.

Listener Challenge

Think about a team you're currently leading—or one you're mentoring.

Which stage of development is the team in today?
What leadership behaviors are needed most right now?
What's one action you can take this week to help the team move toward higher performance?

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Ep #35 - Using Personality Assessments to Mentor Better Leaders

lundi 20 juillet 2026 • Durée 31:18

Summary

Angela and Bill explore how personality and behavioral assessments (like DISC, Myers-Briggs, Hogan, the Big Five, and CliftonStrengths) can help mentors guide their mentees toward becoming more self-aware and effective leaders. They share personal stories of how these tools revealed their own blind spots, Bill's tendency to be perceived as "mad" when he's just passionate, and Angela's resting expression not matching her actual focus, and how adjusting behavior based on that insight changed how their teams received them.

The key takeaway: personality assessments aren't meant to predict success or gatekeep promotions. They're conversation starters. Used well, they give mentors and mentees a shared vocabulary to discuss tendencies, adjust behavior, and build stronger, more self-aware teams.

In This Episode

Defining personality/behavioral assessments and why Angela and Bill care about their practical value over scientific debate
How assessments support self-awareness as leaders scale from individual contributors to managing larger teams
How understanding personality differences helps leaders adapt feedback style, one-on-one formats, and how they draw out quieter voices
How assessments build complementary leadership teams and improve cross-team communication
The limitations of personality assessments: they don't predict success, measure competence, or account for context and growth
An overview of popular assessment tools: Big Five, Hogan, DISC, Myers-Briggs, and CliftonStrengths
Why teams don't need a big formal rollout to benefit, individuals can take low-cost assessments on their own to start the conversation

Key Takeaways

Assessments reveal tendencies, not fixed destiny. Leaders can choose to modify their behavior once they understand their default patterns.
What matters in communication is what's received, not what's intended. Passion can be received as anger; focus can be received as displeasure.
Teams with too much of one personality type (e.g., all highly dominant) risk burnout, unchecked pace, and conflict without anyone working to hold the team together.
Effective leaders adjust how they motivate and communicate with each person while keeping accountability and expectations consistent.

Resources MentionedWho Should Listen?

Ep #26 : GUEST - Dr. Keith Dorsey, Author of The Boardroom Journey

Saison 1 · Épisode 26

lundi 30 mars 2026 • Durée 39:52

summary

In this insightful interview, Keith Dorsey shares his extensive experience on leadership, mentorship, sponsorship, and navigating career transitions. Discover practical strategies for finding mentors, understanding the roles of mentors, sponsors, and allies, and how to leverage these relationships for board service and career growth.

keywords

mentorship, sponsorship, leadership, board service, career development, diversity, executive coaching, networking, personal growth

key topics

The impact of mentorship on career growth

The difference between mentors, sponsors, and allies

How to find and approach top-tier mentors

The importance of values alignment in mentorship

Lessons from a career in leadership and board service

Chapters

00:00 Introduction to Mentorship and Leadership

02:12 The Impact of Mentorship on Career Growth

07:28 Lessons Learned from Mentoring Relationships

14:16 Understanding High-Potential Employees

15:38 Defining Mentors, Sponsors, and Allies

18:33 The Importance of Multiple Mentors

24:56 Approaching Potential Mentors

28:54 Navigating Board Service and Mentorship

Ep #25 - Letting Go and Transitioning the Work (Growing Your Successors)

Saison 1 · Épisode 25

lundi 23 mars 2026 • Durée 26:20

Summary

This episode explores how professionals can effectively transition into leadership roles by developing succession plans, delegating responsibilities, and building trust with stakeholders. Learn practical strategies to prepare for career growth and ensure smooth transitions that benefit both individuals and organizations.

keywords

leadership development, succession planning, delegation, career growth, organizational trust

key topics

The importance of mindset shift from doer to builder

Identifying critical knowledge, decision authority, and key relationships

Documenting decision frameworks and trust relationships

Strategies for developing successors and gradual delegation

Engaging leadership and external stakeholders in transition planning

Chapters

00:00 The Importance of Delegation in Leadership

11:04 Identifying and Preparing Successors

19:13 Engaging Leadership in Transition Planning

resources

Angela Falcini - Leadership Coach - https://www.linkedin.com/in/angelafalcini

Bill Bonwit - Leadership Expert - https://www.linkedin.com/in/billbonwit

Ep #24: GUEST - Nicole Malachowski, US Air Force Fighter Pilot, First Female Thunderbird

Saison 1 · Épisode 24

lundi 16 mars 2026 • Durée 35:07

Keywords

mentorship, female pilots, self-doubt, leadership, career development, feedback, advocacy, imposter syndrome, personal growth, military

Summary

In this episode, Colonel Nicole Malachowski shares her inspiring journey as a trailblazer in the U.S. Air Force, discussing the challenges she faced as a female fighter pilot in a male-dominated field. She emphasizes the importance of finding mentors, overcoming self-doubt, and the role of feedback in personal and professional growth. Nicole also highlights the significance of building authentic relationships and believing in oneself, while providing valuable insights on mentorship and leadership.

Takeaways

Where to find mentors when you are a pioneer in your field. Self-doubt is common; it's important to overcome it. Feedback is a form of love and essential for growth. Mentorship can come from unexpected places. Building authentic relationships is key to effective mentorship. It's important to define success on your own terms. Mentorship doesn't have to be formal; it can be informal and flexible. Believing in those who believe in you is vital. A mentor should challenge and support their mentee.

Sound bites

"Failure is part of the process."

"Help me help you."

"Feedback is love."

"You can usually sense that in the conversation."

"Believe those who believe in you."

"It doesn't have to be formal."

Ep #23: Supervisors as Mentors - Good Idea or No?

Saison 1 · Épisode 23

lundi 9 mars 2026 • Durée 27:12

Keywords

mentorship, supervisors, career growth, workplace dynamics, professional development

Summary

In this conversation, Angela Falcini and Bill Bonwit discuss the complexities of having a supervisor as a mentor. They explore the benefits and limitations of this relationship, emphasizing the importance of having multiple mentors to navigate career growth effectively. The discussion covers when it is appropriate for supervisors to act as mentors, the types of feedback they can provide, and the risks associated with sharing personal aspirations with them. The conversation concludes with advice on what topics to avoid discussing with supervisors to maintain a healthy professional relationship.

Takeaways

Supervisors can have mentoring skills but may limit the scope of mentorship.
It's crucial to have multiple mentors for comprehensive guidance.
Supervisors control evaluations, pay, and promotions, influencing their mentoring role.
Discussing doubts or career aspirations with supervisors can be risky.
Feedback from supervisors can be both performance-related and developmental.
Navigating organizational politics is a key area where supervisors can mentor.
External mentors can provide guidance on long-term career goals and identity.
Avoid discussing half-formed career pivots with supervisors.
It's important to frame conversations with supervisors as curious, not uncertain.
Supervisors should not be the only source of mentorship.

Sound bites

"You might hold back on sharing any doubts you have."

"It's important to have multiple mentors."

Ep #22: GUEST - David Boyce, CEO of Bloom Engineering

Saison 1 · Épisode 22

lundi 2 mars 2026 • Durée 56:48

Keywords

communication, cultural differences, emotional intelligence, coaching, retention, hiring practices, professional development

Takeaways

Mentoring is crucial for developing young engineers. Cultural differences impact mentoring effectiveness. Effective communication is key in engineering roles. Mentoring should not only focus on top performers.

Mentors need to be trained in emotional intelligence. Feedback is essential for mentee development.

Retention strategies should focus on employee engagement.

Hiring practices must prioritize cultural fit.

Coaching and mentoring serve different, but complementary purposes.

Summary

In this episode, Angela Falcini and Bill Bonwit engage with David Boyce, the president and CEO of Bloom Engineering Company, to explore the intricacies of mentoring in engineering. They discuss the importance of effective communication, cultural differences in mentoring, and the need for emotional intelligence in mentors. David shares insights on developing a robust mentoring program that includes not just top performers but all engineers, emphasizing the significance of cultural fit in hiring, and the distinction between coaching and mentoring. The conversation highlights the critical role of mentoring in fostering professional growth and retention in the engineering field.

Chapters

00:00 Introduction to David Boyce and Bloom Engineering 03:19 The Importance of Mentoring in Engineering

06:12 Cultural Challenges in Mentoring

09:32 Communication Skills for Engineers

Ep #21: Propel Your Career with Advocates

Saison 1 · Épisode 21

lundi 23 février 2026 • Durée 23:37

Keywords

mentors, advocates, career growth, workplace relationships, professional development, leadership, visibility, networking, advocacy strategies, career advancement

Summary

In this episode, Angela and Bill explore the critical roles of mentors and advocates in career development. They discuss the differences between the two, how to find advocates in the workplace, and strategies for building a reputation that attracts advocacy. The conversation emphasizes the importance of access, credibility, and the willingness of advocates to support individuals in their career advancement. They also highlight actionable steps for creating opportunities for advocacy, such as engaging with senior leaders and participating in initiatives that showcase individual contributions.

Takeaways

A mentor supports personal career growth and development.

An advocate provides visibility and opportunities for advancement.

Access, credibility, and willingness are key to finding advocates.

You can gain advocacy even without a mentor connection.

Being a valuable team member can attract advocates.

Engage with senior leaders during briefings and initiatives.

Create opportunities for informal interactions with leadership.

Poster sessions can facilitate connections with advocates.

Mentors can help identify potential advocates in the organization.

Advocates are essential for career advancement. They can champion you.

Ep #20: Living By Core Values in Personal and Professional Life

Saison 1 · Épisode 20

lundi 16 février 2026 • Durée 37:50

Keywords

values, alignment, personal growth, professional development, self-reflection, decision making, integrity, fulfillment, leadership, emotional intelligence

Summary

In this episode, Angela and Bill discuss the importance of aligning personal and professional values. They explore indicators of misalignment, strategies for identifying core values, and methods to maintain alignment in both personal and professional contexts. The conversation emphasizes the significance of self-reflection, consistency, and the impact of values on overall fulfillment and leadership effectiveness.

Takeaways

It's essential to recognize when you're not aligned with your values.

Chronic feelings of irritation can indicate misalignment.

Procrastination on important tasks may signal a lack of alignment with values.

Identifying core values can be done through self-reflection and analysis.

Values should be visible and discussed with others to reinforce commitment.

Navigating value conflicts requires pre-planning and prioritization.

Regular reflection helps maintain alignment with values over time.

Living by your values is about progress, not perfection.

Your values influence your decision-making and identity.

Creating a supportive environment is crucial for living your values.

Chapters

00:00 Aligning Personal and Professional Values

Ep #19: GUEST - Mel Yokoyama, Founder and Chair of Malama Ka'u Foundation

Saison 1 · Épisode 19

lundi 9 février 2026 • Durée 31:57

Referenced in Episode: YouScience.Com, https://www.youscience.com/

Keywords

mentorship, military, leadership, Native Hawaiian, career development, personal growth, community, business, values, relationships

Summary

In this episode, Angela and Bill engage with Mel Yokoyama, a retired Navy captain and mentor, discussing the profound impact of mentorship on personal and professional growth. Mel shares his journey from growing up in a close-knit Hawaiian community to navigating the military and eventually transitioning into the business world. He emphasizes the importance of finding the right mentors, the differences between military and industry mentorship, and the value of shared core values in these relationships. The conversation highlights the natural progression from being mentored to becoming a mentor, and the responsibilities that come with it.

Takeaways

Mentorship is a long-term investment that shapes character.

Growing up in a supportive community fosters mentorship.

Military mentorship is structured, while industry mentorship is more fluid.

Finding the right mentor is crucial for success.

Shared core values enhance the mentor-protégé relationship.

Mentorship should happen naturally, not be forced.

Understanding expectations is key in mentorship.

The mentor-protégé relationship is akin to a marriage.

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