“Getting the most out of your Mentoring relationships” Mike Allen Managing Partner

Centre for Organisation Development www.cfod.com.au

How can Mentoring support development?

Explaining Career and Psychosocial Function Career functions

enhance learning the ropes and preparing for advancement in an organisation.

are those aspects of the relationship that

Psychosocial functions

are those aspects of a relationship that enhance sense of competence, clarity of identity and effectiveness in a professional role.

While career functions serve primarily to aid advance up the hierarchy … psychosocial functions affect each individual on a personal level by building self-worth both inside and outside the organisation. Together these functions enable individuals to address the challenges of each career stage.

How Mentoring Supports Individual Development Careers Function

Sponsorship. The mentor opens doors that would otherwise be closed Coaching. The mentor teaches and provides feedback Protection. The mentor supports the mentoree and/or acts as a buffer Challenge. The mentor encourages new ways of thinking and acting, and pushes the mentoree to stretch his or her capabilities Exposure and Visibility. The mentor steers the mentoree into assignments that make him or her known to senior management.

Psychosocial Personal Functions

Role Modeling. The mentor demonstrates the kinds of behaviours, attitudes and values that lead to success in the organisation.

Counselling. The mentor helps the mentoree deal with difficult professional dilemmas.

Acceptance and Confirmation.

The mentor supports the mentoree and shows respect.

Friendship. The mentor demonstrates personal caring that goes beyond business requirements.

Source: Adapted from Kathy E Kram

Mentoring At Work: Developmental Relationships in Organisational Life

(New York: University Press of America, 1988).

What is expected of a Mentor?

Mentors are …

  

Expected to:

   Have reasonable expectation of the mentoree Be a resource Provide feedback Allocate time and energy Help the mentoree develop an appropriate learning plan Follow through on commitments or renegotiate appropriately   

Not Expected to:

    Drive the relationship Seek out a mentoree Do the work of a mentoree Manage the mentoree as a supervisor would do Be an expert in every imaginable development area Develop a friendship with the mentoree Be a therapist

What is expected of a Mentoree?

Mentorees are…

Expected to: Not Expected to:

       Initiate and drive the relationship Identify initial learning goals Seek feedback Take an active role in their own learning Initiate monitoring and closure sessions Allocate time and energy Follow through on commitments or renegotiate appropriately         Be an expert Know all the questions they should ask Get things right the first time Fit all learning into one mentoring relationship Look to the mentor for all answers about their work Be submissive in their relationship Develop a friendship with the mentor Feed the mentors ego

Adult Learning Styles

OBSERVE REFLECT ANALYSE ACT

What are the differences between Coaching & Mentoring?

Coaching & Mentoring: Differences Coaching

Key Goals: To correct inappropriate behaviour, improve performance and impart skills that the employee needs to accept new responsibilities.

Initiative for process: The coach directs the learning and instruction, against defined goals set by coach and coachee.

Volunteerism: Though the subordinate’s agreement to accept coaching is essential, it is not necessarily voluntary.

Focus: Immediate problems and learning opportunities.

Roles: Heavy on telling with appropriate feedback.

Duration: Usually concentrates on short-term needs. Administered intermittently on an “as-needed” basis.

Relationship: The coach can be the coachee’s boss or an external coach.

Coaching & Mentoring: Differences Mentoring

Key Goals: To support and guide personal growth of the mentoree. Initiative for Mentoring: The mentoree is in charge of his or her learning.

Volunteerism: Both mentor and mentoree participate as volunteers.

Focus: Long-term personal career development.

Roles: Heavy on listening, providing a role model and making suggestions and connections.

Duration: Long-term.

Relationship: The mentor is seldom the mentoree’s boss. Most experts insist that the mentor not be in the mentoree’s chain of command.

Tips for developing your Mentoring relationship

Tips for Developing Your Mentoring Relationship

       Be intentional Listen and be fully present Give honest and constructive advice Provide appropriate feedback Build confidence Provide personal support Act as a role model

“One’s mind once stretched by a new idea never regains its original dimensions.”

Ultimately the Mentoring relationship works when the Mentor maintains the creative tension between the mentoree’s current reality and the mentors vision of a preferred future for their mentoree.

Thank you Questions?????

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