• Like
  • Save
Getting Mentoring Right
Upcoming SlideShare
Loading in...5

Getting Mentoring Right



Mentoring is a process wherein both mentor and mentee have important roles to play. Mentoring needs to be institutionalised for creation of learning organisations and sustained growth. Decision on use ...

Mentoring is a process wherein both mentor and mentee have important roles to play. Mentoring needs to be institutionalised for creation of learning organisations and sustained growth. Decision on use of internal resources and/or external coach is driven by a company's understanding of its current status in the competitive environment and its goals for medium and long term.



Total Views
Views on SlideShare
Embed Views



0 Embeds 0

No embeds


Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
Post Comment
Edit your comment
  • Read out slide. <br />

Getting Mentoring Right Getting Mentoring Right Presentation Transcript

  • MENTOR men·tor (men´tôr´, -ter) noun 1. A wise and trusted counselor or teacher. 2. Mentor. Greek Mythology. Odysseus's trusted counselor, under whose disguise Athena became the guardian and teacher of Telemachus. Comes from the Indo-European root men-1, meaning “to think.” Homer (Odyssey) The Goddess of Wisdom – Athena, took the male form in order to be accepted as an appropriate adviser and trainer to a king. Mentor is the trusted friend of Odysseus left in charge of the household during Odysseus's absence. Her method of teaching was to lead by example and to provide opportunity for experiences so that Telemachus could learn from them. Athena disguised as Mentor guides Odysseus's son Telemachus in his search for his father Definition and word history from The American Heritage® Dictionary of the English Language, Third Edition copyright © 1992 by Houghton Mifflin Company
  • MENTORING  Is a Process  Offline and personalized support  By internally selected and/or external coach  From established / role model to less established or new entrant  Transitioning to desired knowledge, skills , mindset and culture  Goal of making significant transition in a defined timeframe  May include different mentors as per need  For Startups to start and grow with best practices
  • ROLE OF A MENTOR Induction of a Mentee  Welcomes Mentee and introduces to the team  Clarifies Mentee role  Interacts daily with the Mentee and helps in fitting in  Helps with organisational issues i.e. HR, Administration etc. Initiation into the Company  Culture ,Values, Norms  Development of Attitude/Behavioral skills  Development of technical and managerial competence through training  Assessment and feedback
  • QUALITIES OF A GOOD MENTOR A patient listener Available and responsive Inspires trust through words and actions Respects confidentiality Gives advice and shares experiences without forcing decisions Encourages independence Demonstrates confidence into Mentee Does not deny own ignorance
  • QUALITIES OF A GOOD MENTOR Open and honest with criticisms and compliments Able and willing to spend time and share company resources with the mentee Assess and address Mentee’s expectations and resolve work related problems Helps Extract and assimilates the Mentee knowledge and skills into systems A bridge with the management
  • QUALITIES OF A GOOD MENTEE Patient Respectful and Willing to be mentored Defines personal interests and goals Respects confidentiality Open , honest , trustful Keen observer and tries new things
  • QUALITIES OF A GOOD MENTEE Asks questions and learns from mistakes Accepts responsibilities and criticism graciously Considerate of Mentors time Appreciative Demonstrates and Strives for excellence Contributes personal knowledge and skills to the company’s knowledgebase and systems
  • POTENTIAL PITFALLS        Limited Time Lack of knowledge/skills Over-dependence Competition or rivalry Mismatch between mentor and mentee Fears of failure Not allowing the relationship to evolve