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Have your recently join TPRA's Mentorship Program? Are you unsure of how to get the ball rolling and conversations flowing? We've got your back! Below you will find an extensive list of topics and questions which a mentorship pair can utilize to facilitate discussions and ensure a successful relationship. Mentor to Mentee: Questions a Mentor can ask their Mentee These are great questions to ask at the beginning of the relationship to get the ball rolling and better understand your mentee's needs. 1. Accountability is important as you move towards your goal(s).  2. Is having me as an accountability partner something you are hoping for? And if so, how do you see that playing out? 3. Do you have a long-term goal in mind or is that something you are hoping to develop through our mentoring relationship?  4. Do you have any boundaries around communication—and, if so, what are they? 5. Do you prefer to limit our communications to designated meeting times—or are you open to more frequent, informal communication? (For example, sending text messages with questions in between meetings.) 6. From your perspective, what would make this mentorship a successful one? 7. How do you prefer to communicate? (For example, do you prefer email, phone calls, text messages, video calls, or in-person meetings?) 8. How often do you see us communicating? 9. What are you hoping to gain from this mentor-mentee relationship? 10. What can I do to make it easier for you to discuss challenges with me as you work towards hitting your goal(s)? 11. What have been some of the challenges you have faced while trying to reach your goal(s)? 12. What is your short-term goal, and how do you think I can best help you hit that goal? 13. Tell me about yourself, your family, your work. 14. What is the dream you want to achieve? 15. Do you have a support group around you (e.g. a personal board of directors)? Share what that looks like for you. 16. How much time do you spend networking? 17. How much time do you spend on continuing education? 18. What is your measurement for your own personal success? 19. Where do you see yourself next year, in five years, in ten years? 20. Are you happy in your current role? 21. How often do you assess where you are at in comparison to where you want to be? Mentee to Mentor: Questions a Mentee can ask their Mento 1. Are you happy with your current employer? Why or Why Not? 2. Are you happy in your current role? Why or Why Not? 3. Can we role-play asking for a raise and a promotion? 4. Can you recommend a book or resource for dealing with difficult conversations? 5. Can you tell me about a time when you had a difficult boss? How did you handle the situation? 6. Could you offer feedback on ways to improve my executive presence? 7. Do you have a template that you use for long-range visioning and strategic planning? 8. Do you have any quick tips for re-energizing an overworked team? 9. How can I become a more assertive negotiator? 10. How can I become better at managing people who do not report to me? 11. How can I let my boss know that I don’t need to be micromanaged? 12. How can I stay connected to key influencers who do not work in same office or geographical area? 13. How could I communicated my idea more clearly? 14. How did you develop the skill of speaking so engagingly in front of groups? 15. How did you learn to embrace risk-taking? 16. How I am viewed by leadership? 17. I have been asked to facilitate a team-building activity at a staff retreat. What are some keys to success? 18. I have two very different career path options available to me. Can you weigh in to help me make a final decision? 19. I tried to delegate a task last week and it did not go well. Can we work through what to do differently next time? 20. I would love accountability as I move towards my goal. Are you comfortable acting as an accountability partner—and holding me accountable? 21. I'm considering a career transition. What are some other areas of the business that might be a good fit for me? 22. I’ve heard that taking a stretch assignment could help my career trajectory. What are the pros and cons? 23. In your experience, what do you think is the most effective way to reach my goal? 24. In your experience, what do you think my short-term goals should be to get me closer to my long term goals? 25. Is there a skill you’re currently working to enhance, such as project management, long-term strategic planning, delegating, or public speaking? Use questions like these to ask your mentor for advice and resources to help you polish that skill: 26. My boss said I need to be more strategic. What does that mean? 27. My performance review is coming up. What type of preparation do you most appreciate seeing from your employees? 28. Of the individuals you follow on LinkedIn, which do you recommend? 29. Tell me about a recent business setback. How did you recover? 30. Tell me about your biggest advocate and what you learned from him/her? 31. Tell me about your biggest nemisis and what you learned from him/her? 32. Think back to five years ago. Did you envision your career as it is today? 33. Was there a time you messed up and felt like you’d failed? How did you bounce back? 34. Was there ever a role you applied for and landed, but weren't 100% qualified to do? How did you proceed? 35. What are some mistakes you have made that you wish you could have avoided & What did you learn from them? 36. What aspect of private practice do you find most challenging? 37. What books have you found foundational or inspirational in your journey? 38. What career accomplishment are you the most proud of, and why? 39. What challenges are you facing today? 40. What continuing education have you prioritized for yourself? 41. What do people say about me when I’m not in the room? 42. What do you enjoy most about being a practitioner? 43. What do you see as some of my blind spots and how can I improve? 44. What do you wish you had known before taking your first management role? 45. What has been the most challenging experience you’ve had with a client—and how did you overcome it?* 46. What has been the most rewarding experience you’ve had with a client—and why was it so rewarding?* 47. What networks have you engaged with to build out relationships? 48. What new skills do I need to move ahead? 49. What Pod Casts are you listenting to? 50. What practices can you recommend for dealing with nervousness when speaking to groups? 51. What skills and/or education have been the most beneficial for you in your career? Why? 52. What Ted Talks to you follow? 53. What’s a good methodology or tool for project management and tracking team commitments? 54. What’s something you know now that you wish you would have known when you were starting your career? 55. What’s the most important leadership lesson you’ve learned and how has it proven invaluable? 56. When I presented at the last meeting, how did I do? Did my communication style support the message I intended to deliver? 57. When trying to gain buy-in to implement a new program, what tactics have worked for you? 58. Where do you look for inspiration 59. Where do you see my strengths? 60. Where do you see yourself next year, in five years, or in 10 years? 61. Which leadership skills were the most difficult to develop? 62. Who are the people I need to align with in this organization to achieve success? Additional Discussion Topics Here are some discussion topics for mentor and mentee meetings: 1. Progress Review: Reflecting on the progress made since the last meeting, discussing accomplishments, challenges faced, and lessons learned. 2. Goal Setting and Action Planning: Setting short-term and long-term goals, breaking them down into actionable steps, and determining strategies for achieving them. 3. Skills Development: Identifying areas for skill development or improvement, discussing potential learning opportunities, and creating a plan for skill enhancement. 4. Career Exploration: Exploring potential career paths, discussing career aspirations, and strategizing ways to advance professionally. 5. Feedback and Self-Reflection: Providing and receiving constructive feedback on performance, behaviors, and actions, and encouraging self-reflection for personal and professional growth. 6. Networking and Relationship Building: Sharing networking experiences, identifying opportunities for building professional relationships, and discussing strategies for effective networking. 7. Work-Life Balance: Assessing current work-life balance, discussing challenges in managing work and personal life, and brainstorming strategies for achieving a healthy balance. 8. Professional Challenges: Addressing specific challenges or obstacles encountered in the workplace, seeking advice and guidance from the mentor, and exploring potential solutions. 9. Leadership and Management Skills: Discussing leadership and management principles, sharing experiences in leadership roles, and exploring ways to develop leadership skills. 10. Industry Trends and Insights: Sharing insights into current industry trends, discussing emerging technologies or best practices, and brainstorming ways to stay relevant in the field. 11. Diversity, Equity, and Inclusion: Exploring topics related to diversity, equity, and inclusion in the workplace, discussing challenges and opportunities for creating inclusive environments. 12. Personal Branding: Crafting and refining the mentee's personal brand, discussing how to effectively communicate strengths and value proposition to employers or colleagues. 13. Career Transitions: Discussing potential career transitions, such as job changes or promotions, and strategizing ways to successfully navigate these transitions. 14. Celebrating Achievements: Recognizing and celebrating achievements, milestones, or successes, and acknowledging the mentee's progress and growth. 15. Future Planning: Discussing long-term career goals, aspirations, and plans for the future, and outlining steps to achieve these objectives.

Margaret Heffernan, Writer, entrepreneur The former CEO of five businesses, Margaret Heffernan explores the all-too-human thought patterns that lead organizations and managers astray. Organizations are often run according to "the superchicken model," where the value is placed on star employees who outperform others. And yet, this isn't what drives the most high-achieving teams. Business leader Margaret Heffernan observes that it is social cohesion — built every coffee break, every time one team member asks another for help — that leads over time to great results. It's a radical rethink of what drives us to do our best work, and what it means to be a leader. Because as Heffernan points out: "Companies don't have ideas. Only people do."

Written by Heather Kadavy In the dynamic realm of Third-Party Risk Management (TPRM), technical expertise alone is not enough. TPRM practitioners, often serving as the linchpin between their organizations and third-party partners, must master the art of soft skills. Effective communication, negotiation prowess, and adept conflict resolution are the keys to fostering successful partnerships and ensuring the resilience of an organization's risk management strategy. Let’s dig into each some of these soft skills.  Effective Communication – a Foundation of Trust:  Soft skills start with effective communication. TPRM practitioners must convey complex risk concepts in a clear and understandable manner to diverse stakeholders. This involves tailoring communication styles based on the audience, whether addressing technical experts or presenting to C-suite executives.  To start the TPRM Practitioners can enhance specific skills:  Active Listening: The ability to truly understand the concerns and perspectives of both internal teams and external partners is crucial. Active listening fosters trust and demonstrates a commitment to collaboration.   In TPRM, active listening is more than just hearing words—it's about deciphering the unspoken concerns and nuances within the intricate web of vendor relationships. Consider a scenario where a third-party vendor expresses reservations about certain security protocols. An adept TPRM practitioner actively listens, picks up on the vendor's underlying concerns and addresses them proactively. This ensures a more secure and cooperative partnership. Let’s look at an example:   Active Listening Scenario: A TPRM practitioner is conducting a meeting with a third-party vendor that provides software solutions critical to the organization's operations. The organization is concerned about potential vulnerabilities in the vendor's latest software release, and the meeting aims to address these concerns and establish a plan for enhanced security measures.   Active Listening in Action: During the meeting, the vendor expresses enthusiasm about the new features and improvements in their latest software release. The TPRM practitioner actively listens to the vendor's presentation, taking note of the vendor's pride in their product. However, as the vendor discusses the security features, the TPRM practitioner detects subtle cues—non-verbal expressions and hesitations—that suggest the vendor might not fully grasp the organization's specific security requirements and concerns. Rather than immediately interjecting with a list of demands or concerns, the TPRM practitioner employs active listening techniques:  • Paraphrasing: The TPRM practitioner paraphrases key points the vendor has made to confirm understanding. For example, they might say, "It sounds like the new release has some exciting features, especially in terms of user experience and performance. Am I capturing that correctly?"  • Clarifying Questions: Instead of assuming the vendor's intentions, the TPRM practitioner asks clarifying questions. For instance, they might inquire, "I'm curious about how the latest release addresses data encryption. Could you share more details on that aspect?"  • Reflecting Emotions: The practitioner also pays attention to the vendor's emotional tone. If the vendor seems particularly proud of a security feature, the TPRM practitioner acknowledges that sentiment. For example, they might say, "It's clear that security is a priority for your team, and that's great to see."   By actively listening in this scenario, the TPRM practitioner gains a deeper understanding of the vendor's perspective, challenges, and strengths. This sets the stage for a more constructive and collaborative discussion about aligning the software's security features with the organization's risk management requirements. Active listening, in this context, helps build trust and ensures that both parties are on the same page before delving into more specific risk management discussions.  Clarity and Precision: In a field inundated with technical jargon, TPRM practitioners who can distill complex information into clear and concise messages are invaluable. Clear communication minimizes misunderstandings and ensures everyone is on the same page.     TPRM practitioners often find themselves straddling the line between technical intricacies and executive overviews. Picture a TPRM specialist communicating with the IT department about the intricacies of a vendor's cybersecurity measures. Here, clarity and precision becomes paramount. The practitioner translates complex technical details into a clear, concise message that the IT team can understand, facilitating a seamless alignment of risk management strategies.  Let’s look at another example:  Clarity & Precision Scenario: An organization is in the process of onboarding a new third-party vendor that will handle sensitive customer data. The TPRM practitioner is tasked with communicating the organization's data protection requirements and ensuring that the vendor understands the specific security measures expected.  Clarity and Precision in Action: Instead of providing a general overview of security expectations, the TPRM practitioner uses clarity and precision to communicate the organization's requirements:  1. Clearly Defined Data Handling Procedures: The TPRM practitioner drafts a document outlining precise procedures for handling customer data. This document includes specific encryption standards, access controls, and guidelines for data storage and transmission.  2. Detailed Security Protocols: In a meeting with the vendor, the TPRM practitioner uses clear language to explain the required security protocols. For example, they specify the use of end-to-end encryption for customer data during transit and at rest, leaving no room for ambiguity.  3. Enumerating Compliance Standards: The TPRM practitioner provides a checklist of compliance standards relevant to the industry and the organization's specific requirements. This includes regulations such as GDPR, HIPAA, or industry-specific standards, ensuring that the vendor is aware of the regulatory landscape.  4. Establishing Incident Response Protocols: Clarity extends to incident response. The TPRM practitioner clearly defines the steps the vendor should take in the event of a data breach, including reporting timelines, communication procedures, and remediation measures.  Benefits:  • The vendor gains a clear understanding of the organization's expectations, minimizing the risk of misinterpretation.  • Clarity and precision in communication reduce the likelihood of security gaps due to misunderstandings.  • The organization establishes a transparent and standardized framework for data protection, enhancing overall risk management.   In this scenario, the TPRM practitioner's commitment to clarity and precision ensures that both the organization and the third-party vendor have a shared and accurate understanding of the data protection requirements. This proactive communication lays the foundation for a secure and compliant partnership, minimizing potential risks associated with mishandling sensitive customer information.  Negotiation Prowess: Striking the Right Balance:  Next, TPRM often involves negotiations with third-party vendors, internal departments, and sometimes regulatory bodies. A TPRM practitioner with strong negotiation skills can navigate these discussions effectively, ensuring that both parties feel heard and valued.  Win-Win Solutions: Rather than viewing negotiations as a zero-sum game, TPRM practitioners should strive for solutions that benefit all parties. This approach builds positive relationships and encourages long-term collaboration. Below is a practical example:   Win-Win Solutions Scenario: The organization is looking to enhance its cybersecurity measures, and the TPRM practitioner identifies a potential risk associated with the current cloud service provider's security protocols. The vendor, in turn, expresses concerns about the cost and effort involved in upgrading their security infrastructure to meet the organization's heightened standards.  Win-Win Solution: In this scenario, the TPRM practitioner recognizes the importance of both bolstering cybersecurity and maintaining a positive relationship with the vendor. Instead of insisting on immediate, extensive upgrades, the practitioner proposes a phased approach to security enhancements.  1. Immediate Low-Impact Changes: The organization implements quick and low-impact changes that immediately strengthen security without causing significant disruption. This could involve tightening access controls, implementing additional monitoring tools, or enhancing encryption protocols.  2. Collaborative Roadmap: Simultaneously, the TPRM practitioner collaborates with the vendor to create a roadmap for more substantial security upgrades over the next several months or years. This allows the vendor to plan and budget for the changes, spreading the costs and efforts more evenly.  Benefits:  • The organization sees immediate improvements in its cybersecurity posture, addressing the initial risk.  • The vendor is not burdened with sudden, extensive costs or disruptions to their services.  • The phased approach fosters a collaborative relationship, demonstrating a commitment to working together for mutual benefit.  • The vendor appreciates the organization's understanding of their constraints, enhancing the overall trust in the partnership.  In this win-win solution, both parties achieve their objectives. The organization improves its security without jeopardizing its relationship with a valued vendor, and the vendor can gradually meet the elevated security standards without significant immediate resource strain.  Preparation & Flexibility: A successful negotiation begins with thorough preparation. TPRM practitioners should anticipate potential points of contention and be flexible in adapting their strategies based on the evolving needs of the organization and its partners. An example might look like the following example:  Preparation & Flexibility Scenario: The TPRM practitioner is scheduled to conduct a comprehensive risk assessment for a new third-party vendor that provides critical software services to the organization. However, just before the assessment is set to begin, the vendor notifies the TPRM practitioner that their chief security officer, a key point of contact for the assessment, is unavailable due to unforeseen personal reasons.  Preparation and Flexibility in Action: In this scenario, the TPRM practitioner showcases preparation and flexibility to ensure the successful completion of the risk assessment:  1. Pre-Assessment Preparation: Knowing the critical role of the chief security officer in the assessment process, the TPRM practitioner had previously gathered essential information about the vendor's security measures. This includes reviewing documentation, policies, and previous communications to have a baseline understanding.  2. Understanding the Vendor's Situation: Upon receiving the notification about the unavailability of the chief security officer, the TPRM practitioner reaches out to the vendor to understand the specific circumstances and to express understanding and empathy for the situation.  3. Adapting the Assessment Plan: Recognizing the need for flexibility, the TPRM practitioner revisits the assessment plan. They identify areas of the assessment that can proceed with available resources and information and determine which aspects require the involvement of the chief security officer.  4. Rescheduling and Adjusting Timeline: The TPRM practitioner collaborates with the vendor to reschedule the assessment activities that require the chief security officer's input. They adjust the timeline to accommodate the unanticipated delay while ensuring that critical aspects of the assessment can still progress.  5. Engaging Alternative Contacts: To keep the assessment moving forward, the TPRM practitioner identifies alternative contacts within the vendor organization who can provide insights and information in the absence of the chief security officer. This may include collaborating with IT teams, compliance officers, or other relevant stakeholders.  6. Communication and Transparency: Throughout the process, the TPRM practitioner maintains transparent communication with both the vendor and internal stakeholders. They communicate the adjusted timeline, reasons for the delay, and steps being taken to ensure a thorough and effective assessment despite the unexpected challenges.  Benefits:  • The TPRM practitioner's pre-assessment preparation allows for a smoother transition when facing unexpected challenges.  • Flexibility in adapting the assessment plan demonstrates resilience and the ability to navigate unforeseen obstacles.  • Engaging alternative contacts ensures that the assessment continues to gather valuable information, even in the absence of the chief security officer.  • Transparent communication builds trust with both the vendor and internal stakeholders, fostering a collaborative and understanding environment.   In this scenario, the TPRM practitioner's combination of preparation and flexibility enables them to navigate unforeseen challenges effectively, ensuring that the risk assessment remains comprehensive and productive despite the unexpected circumstances.  Adept Conflict Resolution: Turning Challenges into Opportunities:  Conflict is inevitable, but how it's managed can make all the difference. TPRM practitioners often find themselves mediating between internal teams and external partners, making conflict resolution a critical soft skill.  Empathy: Understanding the perspectives and concerns of all parties involved is the first step towards resolution. Empathy fosters a collaborative atmosphere where conflicts can be addressed constructively. Let’s look that the situation below to see how.   Empathy Scenario: The TPRM practitioner is conducting a meeting with a long-term third-party vendor whose services have been integral to the organization's operations. The vendor, however, is undergoing financial challenges that might impact their ability to maintain the same level of service. The organization is concerned about the potential risks associated with these challenges.  Empathy in Action: In this scenario, the TPRM practitioner demonstrates empathy in several ways:  1. Acknowledging the Vendor's Situation: Instead of immediately diving into the organization's concerns, the TPRM practitioner begins the conversation by acknowledging the challenges the vendor is facing. They might say, "I understand that these are challenging times, and we appreciate the partnership we've had over the years."  2. Open-Ended Inquiry: The TPRM practitioner employs open-ended questions to allow the vendor to express their situation more fully. For example, they might ask, "Can you share more about the specific challenges your team is currently navigating?"  3. Active Listening to Concerns: As the vendor details their challenges, the TPRM practitioner actively listens, paying attention to both the spoken and unspoken aspects of the conversation. They pick up on the vendor's worries about maintaining service quality despite financial constraints.  4. Collaborative Problem-Solving: Rather than approaching the situation with a rigid stance, the TPRM practitioner collaboratively explores potential solutions. This might involve discussing flexible payment terms, temporary adjustments to services, or exploring alternative cost-saving measures.  Benefits:  • The vendor feels understood and valued, fostering a sense of trust in the partnership.  • The TPRM practitioner gains insights into the vendor's perspective, enabling a more nuanced risk assessment.  • Empathetic communication sets the stage for collaborative problem-solving, ensuring the organization's needs are met without jeopardizing the vendor's stability.  In this scenario, empathy enables the TPRM practitioner to navigate a challenging situation with sensitivity and understanding. By acknowledging the vendor's difficulties and actively engaging in a collaborative dialogue, the practitioner helps to foster a resilient partnership that addresses risks while preserving the relationship. Empathy, in this context, is a powerful tool for maintaining trust and ensuring the mutual success of both parties involved.  Solution-Oriented Approach: Instead of dwelling on the problem, TPRM practitioners should focus on finding solutions. A proactive and solution-oriented mindset contributes to a positive working environment. An example might be:    Solution-Oriented Approach Scenario: The TPRM practitioner discovers a potential compliance gap with a critical third-party vendor. The organization's audit has highlighted issues with the vendor's data protection measures, and there is a risk of regulatory non-compliance.  Solution-Oriented Approach in Action: In this scenario, the TPRM practitioner adopts a solution-oriented approach to address the compliance gap:  1. Identification of Compliance Issues: The TPRM practitioner, upon discovering the compliance gap, conducts a thorough analysis to identify the specific issues contributing to the non-compliance. This includes evaluating the vendor's current practices against regulatory requirements.  2. Collaborative Discussion with the Vendor: Rather than immediately raising concerns, the TPRM practitioner initiates a collaborative discussion with the vendor. They present the identified compliance issues in a non-confrontational manner, emphasizing a shared goal of maintaining regulatory adherence.  3. Joint Risk Assessment: The TPRM practitioner works with the vendor to conduct a joint risk assessment. This involves evaluating the potential impact of the compliance issues on both organizations and identifying feasible solutions that align with regulatory requirements.  4. Co-Creation of a Remediation Plan: Together with the vendor, the TPRM practitioner co-creates a remediation plan that outlines specific steps to address the compliance gaps. This plan includes timelines, responsibilities, and measurable objectives to ensure progress is tracked effectively.  5. Continuous Monitoring and Improvement: A solution-oriented approach extends beyond immediate fixes. The TPRM practitioner establishes a system for continuous monitoring and improvement, ensuring that the vendor's processes evolve to maintain compliance over time.  Benefits:  • The vendor appreciates the collaborative and non-confrontational approach, fostering a positive working relationship.  • A joint risk assessment allows for a comprehensive understanding of the compliance issues and potential impacts.  • The co-created remediation plan ensures a clear roadmap for addressing the compliance gaps with measurable outcomes.  • Continuous monitoring demonstrates a commitment to ongoing improvement and regulatory adherence.  In this scenario, the TPRM practitioner's solution-oriented approach transforms a compliance challenge into an opportunity for collaboration and improvement. By actively involving the vendor in the resolution process, the TPRM practitioner not only addresses immediate concerns but also lays the groundwork for a more resilient and compliant third-party relationship.  Mediation and Facilitation: TPRM practitioners need to be adept at guiding discussions and facilitating compromise. Mediation skills are essential for resolving disputes and maintaining healthy relationships. Below is an example to review:  Mediation & Facilitation Scenario: A dispute arises between the internal IT department and a third-party vendor responsible for managing the organization's cloud infrastructure. The IT department is concerned about recent downtime and performance issues, attributing them to the vendor's service delivery. The vendor, on the other hand, claims that the issues stem from the IT department's misconfiguration of certain settings.   Mediation and Facilitation in Action: In this scenario, the TPRM practitioner employs mediation and facilitation skills to resolve the dispute:  1. Gathering Perspectives: The TPRM practitioner initiates a meeting with representatives from both the IT department and the vendor. They provide a neutral space for each party to express their perspectives on the issues, ensuring that all concerns are heard.  2. Active Listening and Empathy: The TPRM practitioner actively listens to the concerns of both parties, demonstrating empathy for their respective challenges. They acknowledge the frustration felt by the IT department regarding downtime and the vendor's concerns about potential misconfigurations.  3. Identifying Common Ground: Through careful listening and exploration, the TPRM practitioner identifies common ground between the IT department and the vendor. Both parties share a commitment to ensuring optimal performance and reliability for the organization's cloud infrastructure.  4. Objective Analysis: The TPRM practitioner conducts an objective analysis of the reported issues, involving relevant technical experts from both sides. This analysis aims to identify the root causes of the problems and determine the extent to which each party's concerns are valid.  5. Collaborative Problem-Solving: With a clear understanding of the issues, the TPRM practitioner facilitates a collaborative problem-solving session. They guide the IT department and the vendor in jointly developing solutions, such as implementing additional monitoring tools, conducting joint performance testing, or refining configuration processes.  6. Agreement and Monitoring Mechanism: The TPRM practitioner assists in drafting a mutual agreement outlining the agreed-upon solutions and responsibilities of each party. Additionally, they establish a monitoring mechanism to track the implementation of the solutions and measure improvements over time.   Benefits:  • The TPRM practitioner's neutral stance and facilitation skills create a collaborative atmosphere for dispute resolution.  • Both the IT department and the vendor feel heard and understood, fostering a sense of trust in the mediation process.  • The collaborative problem-solving approach results in actionable solutions that address the root causes of the issues.  • The established monitoring mechanism ensures accountability and ongoing improvement.  In this scenario, the TPRM practitioner's mediation and facilitation skills play a crucial role in transforming a potential conflict into a collaborative effort to enhance the performance and reliability of the organization's cloud infrastructure.  Overall, as the role of TPRM practitioners continues to evolve, the importance of soft skills cannot be overstated. Effective communication, negotiation prowess, and conflict resolution abilities are the pillars upon which successful third-party relationships are built. Organizations that prioritize the development of these soft skills within their TPRM teams are better equipped to navigate the complexities of the modern business landscape, fostering collaboration, trust, and long-term success. In the delicate dance of risk management, it's the practitioners with finely honed soft skills who truly shine.

The instant New York Times best seller End the struggle, speak up for what you need, and experience the freedom of being truly yourself. Healthy boundaries. We all know we should have them - in order to achieve work/life balance, cope with toxic people, and enjoy rewarding relationships with partners, friends, and family. But what do "healthy boundaries" really mean - and how can we successfully express our needs, say "no", and be assertive without offending others? Licensed counselor, sought-after relationship expert, and one of the most influential therapists on Instagram, Nedra Glover Tawwab demystifies this complex topic for today's world. In a relatable and inclusive tone, Set Boundaries, Find Peace presents simple-yet-powerful ways to establish healthy boundaries in all aspects of life. Rooted in the latest research and best practices used in cognitive behavioral therapy (CBT), these techniques help us identify and express our needs clearly and without apology - and unravel a root problem behind codependency, power struggles, anxiety, depression, burnout, and more. Nedra Glover Tawwab, MSW, LCSW, is the author of bestsellers Drama Free and Set Boundaries, Find Peace, licensed therapist, and sought-after relationship expert. She has practiced relationship therapy for 15 years and is the founder and owner of the group therapy practice, Kaleidoscope Counseling.(http://www.kaleidoscopecounselingpllc.com/) Every day she helps people create healthy relationships by teaching them how to implement boundaries. Her philosophy is that a lack of boundaries and assertiveness underlie most relationship issues, and her gift is helping people create healthy relationships with themselves and others.  Nedra earned her undergraduate and graduate degrees from Wayne State University in Detroit, MI. She has additional certifications in working with families and couples and in perinatal mood and anxiety disorders, plus advanced training for counseling adults who've experienced childhood emotional neglect.  Nedra has appeared as an expert on Red Table Talk,(https://fb.watch/b7oEajVgfe/) The Breakfast Club,(https://youtu.be/JCltjfhoOIQ) Good Morning America,(https://www.goodmorningamerica.com/wellness/video/nedra-tawwab-helps-learn-set-boundaries-book-76484140) and CBS Morning Show (https://www.cbsnews.com/video/therapist-nedra-glover-tawwab-on-managing-stress-and-setting-boundaries/)to name a few. Her work has been highlighted in The New York Times,(https://www.nytimes.com/2023/03/08/well/family/boundaries-family-nedra-glover-tawwab.html) The Guardian, and Vice, and has appeared on numerous podcasts, including The School of Greatness, We Can Do Hard Things, and Ten Percent Happier. She hosts the podcast You Need to Hear This,(https://www.nedratawwab.com/nedra-podcast) and shares practices and reflections for mental health on her popular Instagram account. Nedra currently resides in Charlotte, North Carolina with her family. Get the Book(https://www.amazon.com/Set-Boundaries-Find-Peace-Reclaiming/dp/B08MWS22YT/ref=tmm_aud_swatch_0?_encoding=UTF8&qid=&sr=)

Use your voice to lead us to a better future with this game-changing guide to redefining what power and authority sound like—from a speech expert who’s worked with Hollywood’s biggest stars, political powerhouses, and businesspeople shaking up the status quo. “I love this book—funny, surprising, stirring, and so important! What a beautiful accomplishment and gift to put into the world.”—Rachel McAdams Getting heard is a tricky business: It’s what you say and how you show up, filtered through your audience’s assumptions and biases—and maybe even your own. For women, people of color, immigrants, and queer folks, there’s often a dissonance between how you speak and how we collectively think powerful people should speak: like the wealthy white men who’ve historically been in charge. But, fortunately, the sound of power is changing. Permission to Speak is your tool kit for making that change. In this revolutionary take on how to use your voice to get what you want, sought-after speech coach Samara Bay offers a fresh perspective on public speaking and a new definition of what power sounds like: namely, you. Blending anecdotes with eye-opening research in leadership, linguistics, and social science, Permission to Speak shows you how to strike the right balance of strength and warmth to land your message; exactly what to do before a high-stakes scenario so that your voice, your mind, and your spirit are ready; and how to turn habits like vocal fry and upspeak into tools. Most important, you’ll discover your voice story: why you talk the way you do, what’s wonderful about it, and what you’ve outgrown. Fiery, fun, and truly profound, Permission to Speak is a personal and cultural reckoning with what speaking in public is and what it can be. This book meets the moment and offers this provocation: When we change what power sounds like, we change who has it. Samara Bay coaches rising business leaders, political hopefuls, and public figures who need to speak in a voice they recognize as their own to truly make waves. She runs workshops and speaks at organizations around the world to support a new, diverse sound of power. In Hollywood, she helps movie stars integrate good acting with good accents, and has coached clients including Gal Gadot, Pierce Brosnan, Penélope Cruz, Ricky Martin, Terry Crews, Rachel McAdams, Ruth Negga, and Anjelica Huston. She has a BA from Princeton University and an MFA from Brown University. She lives in Los Angeles with her husband, son, and dog, Moxie. Get the Book(https://www.penguinrandomhouse.com/books/667566/permission-to-speak-by-samara-bay/)

Playing Big is for you if... • You feel a calling or longing to play bigger, but you feel afraid or unsure about the next right steps. • You want to make a positive difference in the world but feel held back in some way. • You feel done with striving to play big on the world’s terms – but you do want to play big according to what that truly means to you. • You wish you struggled less with fear, self-doubt, worries about what others think, or tentativeness around your ideas. • You suspect it would be a whole lot more fun to play big. "This is a book that can transform the trajectory of your life." – Tara Brach, PH.D. Author (http://PH.D.Author)of Radical Acceptance & True Refuge "At last. At last this very important book has been written, encouraging women to take up all the creative space they deserve in the world." – Elizabeth Gilbert Author, Big Magic & Eat Pray Love Tara Mohr is an expert on women’s leadership and well-being. She is the author of Playing Big: Practical Wisdom for Women Who Want to Speak Up, Create, and Lead (https://www.taramohr.com/the-playing-big-book/)(PenguinRandomHouse), named a best book of the year by Apple’s iBooks. Tara is the creator and teacher of the global Playing Big (https://playingbig.taramohr.com/)leadership program for women, and of the Playing Big Facilitators Training (https://playingbig.taramohr.com/facilitators-training)for coaches, therapists, managers, and mentors. She is a Co-Active Training Institute certified coach with an MBA from Stanford University and an undergraduate degree in English literature from Yale. Her work has been featured on national media from the New York Times to Today Show to Harvard Business Review. She lives in San Francisco with her husband and three children. Get the Book(https://www.taramohr.com/the-playing-big-book/)

The Working Women Mentor Podcast (https://www.ranialfers.com/podcast/)shines a spotlight on Women Owned Businesses, Women In Business, and Women Business Support. Check out our previous work on the Cracking The Female Business Code series!(https://www.ranialfers.com/cracking-the-female-business-code/) Recognized as Top 100 Career Minded And Working Women Podcasts (https://www.ranialfers.com/podcast/_wp_link_placeholder) Listen Here(https://www.ranialfers.com/podcast/)

by Adaira Landry (https://hbr.org/search?term=adaira%20landry)& Resa E. Lewiss(https://hbr.org/search?term=resa%20e.%20lewiss) August 25, 2020 Summary  When we’re feeling drained, mentoring is one of the tasks that tends to fall by the wayside. But mentors don’t have to burn themselves out to be helpful and effective. This approach, called “fuel-efficient mentoring” by the authors, suggests how to be a mentor in an efficient manner that benefits mentees, growing their confidence and their network, but also conserves your energy. First, define boundaries and expectations, recognizing your own preferences; second, set a time budget that mentees can draw on; third, reconsider how you structure meetings with mentees and try group conversations; fourth, try virtual meetings; and finally, look for ways to turn other commitments, such as professional events, into mentoring opportunities. Read More(https://hbr.org/2020/08/what-efficient-mentorship-looks-like)

ARTICLE BY: Dr Lynda Shaw - neuroscientist, business psychologist and change specialist. Published: 1 MAY 2023 "Reverse mentoring is a practice where younger or less experienced employees are paired with more experienced executives or managers to share knowledge and insights. But it requires the right setting and a work culture where opinions and feedback are welcomed, and it needs to be structured properly to work well and to empower and develop learning. It usually works best in larger or siloed organisations where there is usually less mixing across the hierarchy or where the team is geographically not in the same space or spread apart." Read More(https://www.thehrdirector.com/features/the-workplace/reverse-mentoring-must-2023/)

Valorie Burton | Speaker, Writer, & Coach Valorie Burton is the author of thirteen books on personal development, founder of The Coaching and Positive Psychology (CaPP) Institute and an international speaker on resilience and happiness. She has spent more than 15 years studying the research of resilience, positive emotion and courage – and implementing it in her own life and with hundreds of clients from a dozen countries and nearly every state in the US. Her books include, It’s About Time, Successful Women Think Differently, Brave Enough to Succeed, among others. March 5, 2017 Here are 5 questions to ask a mentor or personal coach.