Transcript Mentoring- a Growth Partnership

Mentoring- a Growth
Partnership
Goals
1. What is Mentoring?
2. Benefits of Mentoring
3. The Mentoring Process
So… What is Mentoring?
• A more experienced or more knowledgeable person
(mentor) helps a less experienced or less
knowledgeable person (mentee/ protégé/
apprentice).
• Mentee-initiated; voluntary; informal
• A mentor helps navigate the corporate terrain
• A mentor is one who helps shape the outlook or
attitude of the individual – not skill-related
• A mentor is often selected for specific area/topic
• A person can have several mentors at a time
• A person can a mentor and a mentee
“The Importance of Mentoring”
or What a Mentor Means
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A mentor teaches you faster than you can teach yourself. The stories, the wisdom, the
guidance that they provide gives you the benefit of understanding the world before you’ve
actually lived through it. And the emotional support and reassurance that somebody who
has “been there, done that” can offer to a wet-behind-the-ears greenhorn is comforting as
you navigate your way through new experiences.
It is important to seek out mentors. It’s no accident that Luke Skywalker needs his Ben
Obi-Wan Kenobi in the Star Wars saga, that Daniel-san learns from Mr. Miyagi in the
classic Karate Kid. The young hero — that’s you, whatever your age — needs to learn from
a master, to grow in wisdom and learning while being guided by somebody with greater
experience, to have a sounding board and sympathetic ear in times of turmoil.
You also need, very importantly, guidance for your industry and field. And a mentor is the
best resource for that type of wisdom. He or she can give you insight into the players, the
personalities, the opportunities, and the challenges of various opportunities open to you.
What a mentor provides is wisdom and insight.
You can also get something back by giving back. “The brighter the student, the more
the teacher learns.” There’s no better way to learn, or re-learn, something than by teaching
it. And by taking that bright young woman (or man) under your wing, you’ll not only be
helping out the next generation, but you’ll be surprised at how much you’ve learned over
the years!
Taken from: Marc Cenedella, CEO of TheLadders.com, ©2010
• A mentor is often not a professionallytrained advisor but is knowledgeable in
an are/topic where the mentee needs
additional growth.
• No specific minimum or maximum
length
• Win-Win Relationship
– The mentor learns and improves his/her
own skills while sharing experience with
mentee
– The mentee learns from the mentor
How is Mentoring different from…
• Coaching- deals primarily with skill building; the
coach stays with the client to help implement the
new skills, changes, and goals. An ongoing,
structured relationship that sets goals and clear
action items.
• Counseling- Often initiated by a problem or
symptom of distress; all responsibility placed on
the client; can cover many topics
• Consulting- Many forms; contractual, specific
skills and deliverables; often outside resources;
used when internal skills needed are not
available
Coach, Mentor: Is there a
Difference?
Mentor
Coach
Focus
Individual
Performance
Role
Facilitator with no
agenda
Specific agenda
Relationship
Self selecting
Comes with the job
Source of Influence
Perceived value
Position
Personal returns
Affirmation/learning
Teamwork/ performance
Arena
Life
Task related
Exercise 1:
Coaching, Consulting,
Mentoring, or Counseling?
Coaching, Consulting, Mentoring, or
Counseling?
Kim has had trouble sleeping lately and is
feeling stressed. One of her family
members is very ill and Kim is often called
upon to help out. She has a demanding
job as well, but says she has very little
energy or motivation about anything lately.
Coach
Counselor/Therapist
Consultant
Mentor
Sara has an opportunity to expand her responsibilities and
manage a new department. This will mean managing
people and playing more of a leadership role- something
Sara has aspired to do. This particular department has a
history of challenges, and Sara is concerned about the
commitment of time and energy she may have to make.
Coach
Consultant
Counselor/Therapist
Mentor
Pat has been asked to restructure the Training
department and its offerings. New jobs have
created new training needs and performance
goals. Pat is thinking that revisions need to be
made to their competency model and
curriculum. She is concerned that she and her
staff incorporate best-in-class resources in
accomplishing this task.
Coach
Counselor/Therapist
Consultant
Mentor
Characteristics to look for in a
Mentor:
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Experience in an area of interest to you
Possesses a strong professional network
Genuine interest in helping you advance
Ability and time to be supportive
Trustworthy, non-judgmental, openminded, ethical, self-confident
• Good listener
Characteristics to look for in a
Mentee
• Has a desire to grow in an area that
interests you.
• Possesses a learning attitude.
• Has a genuine interest in being helped by
you.
• Has the potential and time to be proactive.
• Is trustworthy, non-judgmental, ethical,
and self-confident
• Is a good listener
Benefits to the Mentor
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Sharing of best practices
An expanded personal network
Contribution to someone’s development
Application of personal leadership skills and
consultation
• Increased self-awareness and self-discipline
• Identification of opportunities for enhancing
personal contribution to the future of the
organization
• Renewed enthusiasm for the role as expert
Benefits to the Mentee
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Improve a particular career area
Learn about the organization
Explore potential in undeveloped areas
Expand leadership abilities
Make valuable contacts
Learn and grow professionally
Develop an area of expertise
Mentors are…
Expected to
Not expected to
• Have reasonable expectations of the
mentee
• Drive the relationship
• Be a resource
• Seek out a mentee
• Provide feedback
• Do the work for the mentee
• Allocate time and energy
• Manage the mentee as a supervisor
would
• Help the mentee develop an
appropriate learning plan
• Be an expert in every imaginable
development area
• Follow through on commitments or
renegotiate appropriately
• Develop a friendship with the mentee
The Mentoring Process
• Key Steps
– Establish the relationship
– Sustain the relationship
– Close the relationship
• 3 levels of mentoring relationships
– Information- Basic knowledge
– Skills- Consultation on job techniques and
answers to specific skill sets
– Advocacy- Guiding influence
Establish the Relationship
• Personal invitation from mentee to mentor
• Formal mentoring agreement to establish
specifics (level of mentoring, mentee goals from
this relationship)
• Confidentiality standards
• Relation boundaries
• Ways of monitoring progress
• Accountability of the mentee for development
• Meeting schedule/frequency
• Prepare for first meeting – both mentor and
mentee
Sustain the Relationship
• Learning styles
• Help set SMART goals in the growth area
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Specific
Measureable
Attainable
Realistic
Track-able/ Time-bound
• Development activities to enhance mentee
learning, aligned with specific goals
Close the Relationship
• Mutual decision involving both mentor and
mentee
• When the mentoring agreement goals
have been achieved
• Personal respect- always
• The Young Careerist Program is a registered
trademark and is used under license.
• For more information, visit:
http://www.bpwfoundation.org/