Design A Practice Cycle, Not A Chat Cycle
Use experiential learning to design mentoring cycles with experience, reflection, concepts, and experimentation.
A mentee wants to become stronger at stakeholder influence but keeps having general conversations with the mentor. Kolb cycle: Experience -> Reflection -> Concept -> Experiment The common trap is to end with insight only. Insight feels productive, but it fades if the mentee does not test it in work. Experience Ask for a concrete recent moment: "Tell me about the stakeholder meeting where the decision stalled." Learning starts with an actual event, not a general trait like 'I need executive presence.' Reflection Explore what happened: who needed what, what assumptions were active, and where the mentee lost influence. Reflection…
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