Mentors

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Mentors

  1. 1. MENTORING OVER VIEW
  2. 2. Definition of Mentor A wise and trusted guide and advisor 1
  3. 3. What is Mentoring? A process of assisting some one to get an overview of their career/life aims or prospects It is about guidance and clarifying ,and offering opinions, advice and referral contacts 2
  4. 4. Being a good Mentor means Good mentoring relies on building a positive relationship and placing the relationship appropriately. This thought provoking activity will enable one to define what the relationship between mentor and protégé should be. 3
  5. 5. Kind of issues in Mentoring <ul><li>Common Issues-Individual’s basic needs: </li></ul><ul><li>Career focus </li></ul><ul><li>Technical competency </li></ul><ul><li>Ability to communicate/negotiate </li></ul><ul><li>Hidden issues –Important to the personnel & professional development of people </li></ul><ul><li>Self esteem and belief in self </li></ul><ul><li>Intellectual and emotional development/support </li></ul><ul><li>Physical, mental, social and spiritual development /support </li></ul>4
  6. 6. Kind of issues in Mentoring…. Existential Issues (meaning of life) 5 <ul><li>Loneliness </li></ul><ul><li>Isolation </li></ul><ul><li>Alienation </li></ul><ul><li>Freedom </li></ul><ul><li>Grief </li></ul><ul><li>Responsibility </li></ul><ul><li>Motivation </li></ul>
  7. 7. Needs in a wider context <ul><li>Cultural </li></ul><ul><li>Emotional </li></ul><ul><li>Economy </li></ul><ul><li>Ecological </li></ul><ul><li>Families & Communities (Social) </li></ul><ul><li>Human Rights </li></ul>6
  8. 8. What makes mentoring work ? Roles & boundaries in mentoring relationship clearly defined through contracts and there is a clear understanding of what skills and competencies by both parties Demonstrate trust, ethics & integrity (both parties) Focus, challenge & feedback in the relationship Can be more than one mentor in an individual life Both parties have a way to identify when the relationship has come to a useful end and are able to leave in a dignified and professional manner ……… .. 7
  9. 9. What mentoring should cover? <ul><li>Taking the overview </li></ul><ul><li>Guiding and clarifying </li></ul><ul><li>Offering opinions and advice </li></ul><ul><li>Role modeling </li></ul><ul><li>Referring </li></ul><ul><li>Navigating career issues (could span technical, personal, staffing, policy or political areas) </li></ul><ul><li>Limited coaching (mentors must be aware of their strengths and limitations in this area and what role they are playing ie not to get involved inappropriately in performance related issues) </li></ul>8
  10. 10. Mentoring inside our organisation 9 Advantages Disadvantages Control over selection, process & follow up of mentor programme Mentors unable to give due time to the program because of competing priorities Intimate knowledge of the environment the protégé works Lack of neutrality of mentors, sometimes lack of broader experience Able to integrate feedback in to human resources management and culture improvement Confidentiality can be lost Cheap (if there is time to do it) Hidden costs (monitoring, coaching mentors) especially in the early stages
  11. 11. Mentoring THANK YOU 10

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