As part of a talent development plan or a succession plan, mentoring can be an invaluable experience and process. Unfortunately, too many times an organization either does nothing in this area or pays lip service only. Elliot Jaques has written extensively on the use of the Manager-once-Removed (MoR) as the role best suited to attend to talent development in an organization. The direct “boss” (supervisor/manager) of an employee is best suited for coaching on immediate job skills, knowledge, and commitment but not career development. This is because the direct “boss” is accountable for the results of the group and does not have the same organizational view as the MoR. For more information on this topic see our recently posted white paper at .

In the meantime, have a day filled with mindfulness.

Robert A. Mines, Ph.D.
CEO & Psychologist