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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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 #34 - When You’re Identified to be a Leader Early in Your Career
What happens when you're identified as a future leader just a few years into your career? It can be exciting—but it can also feel overwhelming. In this episode, Bill Bonwit and Angela Falcini discuss the mindset shifts, experiences, and leadership skills that help high-potential professionals grow into leadership roles successfully.
The biggest takeaway? You don't need to have all the answers—you need to be committed to learning.
Whether you're an emerging leader, an experienced manager mentoring new talent, or someone preparing for the next step in your career, this conversation offers practical guidance for accelerating your professional growth.
In This Episode
Why confidence should never become overconfidence
How to build a "personal board of directors" with mentors, sponsors, and peer advisors
The value of shadowing senior leaders and learning how executive decisions are made
Why understanding finance, strategy, operations, and customer experience makes you a stronger leader
Leadership skills you should develop before becoming a manager
The importance of coaching, delegation, conflict resolution, and giving effective feedback
How stretch assignments accelerate career growth
Asking for developmental feedback that actually helps you improve
Building executive communication and presentation skills
Why storytelling, negotiation, and active listening are leadership superpowers
Adapting your communication style to different personalities
The importance of cross-functional experience and organizational awareness
The difference between mentors and sponsors—and why you need both
Developing self-awareness through assessments, feedback, and reflection
Maintaining technical credibility while expanding your leadership responsibilities
Why great leaders ask questions—even when they think they know the answer
Key Takeaways
Resources MentionedWho Should Listen?
Ep #33 - GUEST: Leading through change with Maurice "Mo" Civers-Davis
In this episode of Mentoring in Real Life, Angela Falcini and Bill Bonwit welcome Maurice "Mo" Civers Davis, keynote speaker, executive leadership coach, founder of Civers Davis Development LLC, and founder of Independence Foundry. A former federal leader, Mo shares insights on navigating career transitions, finding meaningful mentors, developing future leaders, and cultivating coachability.
Drawing from his own transition out of federal service and his work coaching professionals through workforce disruption, Mo discusses the importance of identity, purpose, community involvement, accountability, and asking powerful questions that help people discover their own answers.
Whether you're seeking a mentor, serving as one, or navigating a major career change, this conversation offers practical wisdom and inspiration.
Key Topics DiscussedNavigating Career Transitions
The emotional impact of leaving long-term careers in federal service or the military
How career transitions often trigger a loss of identity.
Leveraging your network during times of uncertainty and change.
What Makes a Great Mentor?
Mo looks for three key qualities in mentors:
Integrity
Humility
Demonstrated results
He emphasizes that finding mentors often begins with having the humility to ask for help—and being specific about what help you need.
Meeting People Where They Are
Effective mentoring starts by:
Community Engagement and LeadershipThe Difference Between Advising and MentoringPowerful Questions for MentoringActionable Takeaways
Ep #32 - GUEST: Compassionate Communication in High-Stakes Conversations with DeeDee Fisher
In this episode of Mentoring in Real Life, Angela Falcini and Bill Bonwit sit down with keynote speaker and communication expert DeeDee Fisher, creator of the CPL Framework — Compassion, Process, and Learning.
Drawing from her upbringing in rural Idaho and decades as an entrepreneur and consultant, DeeDee shares how she developed a unique ability to recognize communication breakdowns and help people move beyond reactionary conversations. Together, they explore the role of curiosity, compassion, mentorship, and intentional dialogue in building stronger relationships and more effective teams.
The conversation dives into how mentors can shape our paths, why asking better questions matters more than having all the answers, and how slowing down creates space for creativity, trust, and meaningful growth.
Key Takeaways
Communication often fails because people state positions instead of exchanging understanding.
Curiosity is one of the most powerful tools for diffusing tension and improving dialogue.
Great mentors help people see strengths and opportunities they may not recognize in themselves.
Effective communication is a process, not a one-time interaction.
Prioritizing meaningful conversations over constant busyness leads to better outcomes.
Learning to say “I don’t know” is essential for personal and professional growth.
Slowing down creates room for creativity, reflection, and deeper understanding.
Topics Discussed
DeeDee Fisher’s CPL Framework
Communication during conflict and uncertainty
Mentorship and intergenerational learning
Curiosity as a leadership skill
Building authentic relationships
Ego, humility, and growth
The importance of slowing down
Learning through feedback
Creating space for creativity and reflection
Chapter Timestamps
00:00 – Introduction to DeeDee Fisher
About the Guest
Ep #31: GUEST: Andrew Hall, Dept Head of Financial Mgt, LA County Sanitation District
The conversation delves into Andrew's career trajectory, education, transition to financial management, and his experience with formal and informal mentoring. It explores the evolution of formal mentoring programs, the importance of finding mentors, and the broader scope of mentoring beyond career development. Mentoring is seen as a holistic approach to personal and professional growth, adaptable to individual needs and available in various forms.
Takeaways
Mentoring is not limited to career development and can encompass personal growth and learning from various sources.
Formal mentoring programs can be adapted to fit the needs of the mentor and mentee, creating a more personalized and effective experience.
Mentoring can be found in various forms, including books, podcasts, and informal conversations, and can extend beyond the workplace.
Chapters
00:00 Introduction and Guest Introduction
06:35 Interest in Financial Side of the House and IT Involvement
12:17 Determining Mentorship within the Organization and Shift in Mentoring Approach
Ep #30: GUEST - The Jungle Gym of Careers: Mentoring Lessons from Kate Crane
In this insightful interview, Kate Crane shares her journey from art history to tech leadership, emphasizing the importance of mentorship at all career stages. Discover practical advice on building meaningful mentoring relationships, the evolving nature of mentorship, and the impact of face-to-face versus virtual interactions.
Keywords
mentorship, career development, leadership, coaching, professional growth, networking, tech industry, career pivot, relationship building
Key topics
The importance of mentorship at different career stages
How to start and maintain effective mentoring relationships
The impact of face-to-face versus virtual mentoring
Evolving mentorship relationships over time
Takeaways
Mentorship is a lifelong journey that adapts to life's seasons.
Effective mentoring starts with listening more than giving advice.
Face-to-face interactions are more powerful for building trust.
Mentors and mentees should evolve their relationship as careers progress.
Key Actions
Start mentorship conversations with active listening.
Ep #29: Mastering Feedback as a Mentor (Yes, Especially Mentors)
This episode explores effective mentoring through the art of giving constructive feedback. Learn practical strategies to foster trust, reduce defensiveness, and help mentees grow by mastering feedback techniques that are specific, intentional, and recurring.
Always ask permission before giving feedback to reduce defensiveness. Align feedback with the mentee's goals to make it relevant. Use the situation-behavior-impact framework for clarity. Focus on behaviors, not personalities, to keep feedback objective. Make feedback a recurring, predictable part of mentoring. Handwritten notes foster better engagement than typing.
Sound Bites
"If your mentor won't give feedback, who will?" "Keep feedback objective, not personal." "Provide specific, actionable guidance."
Chapters
00:00 The Importance of Feedback
02:49 Creating a Safe Feedback Environment
06:05 Delivering Constructive Feedback
Ep #28: The Superpower of Adaptability and Flexibility
This episode explores the importance of flexibility and adaptability in the workplace and life. Angela Falcini and Bill Bonwit discuss how to develop these skills, overcome resistance to change, and leverage them for career growth and resilience.
Why flexibility is crucial in a changing workplace and life Practical strategies to increase adaptability and flexibility The importance of separating change from threat and reframing challenges Building resilience and managing emotional responses to change
Takeaways
Flexibility and adaptability are essential for handling constant change in work and life. Reframe change as an opportunity rather than a threat to stay proactive. Develop resilience by protecting recovery time and managing burnout. Ask questions early during change to gain clarity and reduce ambiguity. Attach your identity to skills, not roles, to remain adaptable during transitions.
Chapters
02:56 The Importance of Flexibility in Life and Work
10:23 Practical Strategies for Enhancing Adaptability
Explore the key values that make a great team and how to embody them to become someone everyone wants on their team. Based on Coach K's seven principles, this episode offers practical insights for fostering trust, respect, loyalty, and selfless service in any organization.
These tools should never be used for hiring, promotion, or performance decisions. They lack the accuracy to predict success and don't measure intelligence, judgment, or competence.
Assessments are most valuable as a shared vocabulary and a conversation starter between mentors and mentees, not a definitive label.
Big Five (Five Factor Model) — scientifically validated personality model widely used in academic research and organizational psychology
Hogan Assessments — used in executive development, focused on strengths, behavior under stress, and "dark side" derailing traits
DISC Assessment — measures Dominance, Inspiration (Influence), Steadiness, and Conscientiousness; widely used for team communication
Myers-Briggs Type Indicator (MBTI) — 16-type model popular for workshops and self-reflection
CliftonStrengths (Gallup) — strengths-based assessment used for role fit and team dynamics conversations
Mentors, managers, and emerging leaders anyone curious about using personality assessments to improve team communication and dynamics.
Stay curious. Never assume you're the smartest person in the room.
Seek mentors at multiple levels throughout your organization.
Learn how the business works—not just your technical role.
Practice leadership before receiving a leadership title.
Volunteer for projects that stretch your skills and expand your visibility.
Request specific, actionable feedback on a regular basis.
Invest in communication, presentation, and negotiation skills.
Build relationships across departments to better understand the organization.
Develop self-awareness through reflection and structured feedback.
Technical expertise opens doors; leadership skills determine how far you'll go.
Early-career professionals identified as high-potential leaders
New and aspiring managers
Engineers and technical professionals transitioning into leadership
Leaders developing future talent
Understanding a person's current circumstances.
Recognizing untapped potential.
Helping individuals build confidence alongside skills and experience.
Leadership extends beyond formal titles.
Being actively involved in your community creates opportunities to mentor and influence others.
People naturally gravitate toward leaders who genuinely care and contribute.
One of the episode's most powerful themes:
Mentoring is not primarily about giving advice.
Great mentors ask powerful questions.
The goal is to help mentees discover answers that already exist within themselves.
As Mo explains, mentors should serve as mirrors, helping others see their own strengths, values, and possibilities.
"What's important to you?"
"Why is this important to you?"
What are you willing to sacrifice to achieve that goal?"
Reconnect with your authentic self during times of transition.
Seek mentors who demonstrate integrity, humility, and results.
Be specific when asking for help.
Get involved in your community to create meaningful connections.
Ask powerful questions instead of immediately giving advice.
Identify your deeper "why" and let it guide your decisions.
Stay coachable, regardless of your experience level.
View failure as a learning opportunity rather than a setback.
Practice accountability as both a mentor and a mentee.
Lead through action, not titles.
01:15 – Growing up in rural Idaho
03:00 – Early lessons in communication
06:00 – Recognizing communication breakdowns
08:00 – The power of asking questions
11:00 – Mentors and learning from feedback
15:00 – Why mentorship matters
18:00 – Curiosity, humility, and growth
21:00 – The CPL Framework explained
24:00 – Prioritizing meaningful conversations
26:00 – Creativity, reflection, and slowing down
28:00 – Mentorship as a shared responsibility
31:00 – Final reflections and key takeaways
DeeDee Fisher is a keynote speaker, entrepreneur, and creator of the CPL Framework (Compassion, Process, and Learning). For more than three decades, she has helped leaders and organizations improve communication during moments of tension, uncertainty, and high stakes. Her work focuses on building trust, clarity, and meaningful dialogue that leads to better outcomes.
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