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Mentoring context

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  • 1. Mentoring Context
  • 2. To do list Strategies for Conversation Questions to Ponder 1. Get to know What kind of information might you exchange to get to know each other better? What points of connection have you discovered in your conversation? What else do you want to learn about each other? 2. Talk about mentoring Explain what is it. Share your previous mentoring experiences. What did you like about your Experiences as mentee? What do you want to avoid? 3. Share your learning and development goals. Describe your career vision, hopes and dreams and why they are important. Why do you want to engage in this relationship? 4. Determine relationship needs and expectations. Ask your mentoring partner what he or she wants, needs, and expects out of the relationship. Are you clear about each other’s wants, needs, and expectations for this mentoring relationship? 5. Candidly share your personal assumptions and limitations. Ask your mentoring partner about his or her assumptions and limitations. Discuss implications for your relationship. What limitations do you each bring to the relationship? 6. Discuss your personal style. Talk about your personal styles. How might each other’s styles affect the learning that goes on in the mentoring relationship?
  • 3. 5 Questions every mentor must ask!
  • 4. 1) What is it that you really want to be and do? What is it they do or wish they could be great at doing?
  • 5. 2) What are you doing really well that is helping you get there? What is it that someone does better than the average person that can help her achieve her aspiration?
  • 6. 3) What are you not doing well that is preventing you from getting there? This is about facilitating an honest and critical assessment of the roadblocks, challenges or weaknesses.
  • 7. 4) What will you do differently tomorrow to meet those challenges? Questions two and three help determine whether people are spending the right time on the right things. Maybe he is not focused on the right priorities. People also have a tendency to practice and repeat what they are already good at doing. It is human nature to show off your best side and hide weaknesses. Use this question to probe whether the person has the aptitude to change behavior.
  • 8. 5) How can I help / where do you need the most help?
  • 9. Levels of Mentoring
  • 10. LEVEL 1: Listening When individuals begin to express what they are learning and what they want to do with their life, they become more confident and accountable to those ideas.
  • 11. LEVEL 2: Asking Questions The act of asking for more information through questioning gives the individual the opportunity to expand and develop on their ideas (e.g. “What do you mean by that?”; “Tell me more about this.”)
  • 12. LEVEL 3: Offering Feedback Giving a person constructive feedback on their ideas, encourages them to look at them from a different point of view and this process of review helps to strengthen the ideas.
  • 13. LEVEL 4: On-going Support Taking interest and offering on-going encouragement to the ideas will help to make sure the individual takes action in accordance with the ideas.

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