Your SlideShare is downloading. ×
0
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Mentoring Training Oct 2013
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Mentoring Training Oct 2013

151

Published on

Published in: Business, Technology
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
151
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
12
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Woodwater House, Exeter Mentoring Exeter PA Network October 2013
  • 2. Overview • What is mentoring? • Benefits of mentoring • What makes a good mentor? • Dimensions of mentoring • Awareness of development areas • Challenging feedback • GROWS model
  • 3. Activity 1
  • 4. What is mentoring? • "Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be." – Eric Parsloe, The Oxford School of Coaching & Mentoring • Mentor – advisor or guide – Dictionary definition
  • 5. Benefits to mentor • Improved job satisfaction - seeing mentee succeed. • Recognition from management. • Review and strengthen your own professional skills. • Get to know more junior staff. • Develop your network. • Increase your understanding of other people. • Opportunity to reflect and see things differently and influence others to do so.
  • 6. Benefits to mentee • Improved confidence and self-esteem. • Knowledge of accepted behaviours and values. • Sense of value within the organisation. • Potential advancement and career opportunities. • ‘Safe’ learning environment to cope with formal and informal structures of the organisation. • Help and support – opportunity to try out ideas / approaches in a non-threatening environment. • Objective source of feedback.
  • 7. Benefits to the organisation • Increased integration of the individual in order to increase his/her sense of belonging / engagement. • Improved opportunities for discussions with and support for mentees. • Maximise potential contribution of every employee. • Increased attractiveness of the organisation to potential employees.
  • 8. What makes a good mentor? Can help build mentee’s network Good communication and social skills Aware of internal structures / politics ‘Expert’ within a field Good advisor Empathetic Credible High level of integrity Motivational Good role model Empowering Supportive Challenges Presents opportunities Open and honest Inspirational Able to guide Resilient Positive Sounding board Discrete Patient Persistent Trusting and trustworthy Objectives Secures commitment Encouraging
  • 9. Activity 2
  • 10. Dimensions of mentoring
  • 11. Activity 3
  • 12. Self-development
  • 13. Activity 4
  • 14. Reactions to feedback • Complete disagreement • Give as many examples as you can. • Probe for areas of disagreement. • Draw out his/her version of events and probe strongly around the differences. • Explain why there is a problem by clarifying the consequences of his/her behaviour. • Keep an open mind.
  • 15. Reactions to feedback • Lack of interest or not concerned • Link your feedback strongly to performance standards and make the performance gap clear. • Involve the recipient in finding solutions and in drawing up an action plan. • Get a clear commitment to the plan for change. • Follow up (again and again if necessary).
  • 16. Reactions to feedback • Shock • Listen and empathise. • Gets upset, cries • Give him/her permission to do this. • Give him/her time and space. • Talk about why he/she is finding the feedback so upsetting. • When he/she has calmed down, carry on gradually. • Try not to put off the session.
  • 17. Reactions to feedback • Gets angry – Empathise and acknowledge his/her right to be angry. – Find something to agree with in what they say, e.g. “I appreciate that you have been working very hard…” – Probe to understand the reason(s) for this reaction. – Provide clear examples and explain why you have given this feedback. – Do not be deflected.
  • 18. GROWS Model • Goal • Reality • Options • Will • Success
  • 19. GROWS Model • Goal – what are you trying to achieve? • Reality – what, when, where, how much, how often? • Options – what are the different ways you could approach this issue? What if you do nothing? • Will – what are you going to do? What obstacles could you face? How will you overcome them? • Success – how will you know you’ve been successful? What will you do differently as a result?
  • 20. Mentoring responsibilities • Manage the relationship • Encourage the mentee • Nurture the mentee • Teach the mentee • Offer mutual respect • Respond to their needs
  • 21. Questions

×