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Is Mentoring for Me?


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Webinar to launch a Mentoring Programme for the MBA Alumni of a leading UK university

Webinar to launch a Mentoring Programme for the MBA Alumni of a leading UK university

Published in: Business

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  • Hello Antoinette, i like presentation. I do of probono mentoring in Bangladesh. helping your corporates to put their best foot forward.
    will appreciate get a copy of this and any other presentation on mentoring that you may have . Thanks . My email
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  • 1. Is Mentoring for Me? February 2013
  • 2. What We’re Going to Cover• Mentoring – what is it?• What is the role of mentor?• What knowledge and skills do you need as a mentor?• Managing the process (to be covered in detail in the next webinar)
  • 3. Mentoring – What is it?
  • 4. The Mentoring MindsetTraditional Paradigm Contemporary Thinking• The mentor picks a protégé • The mentee seeks a mentor • A mentor is someone you can• A mentor is someone more learn from regardless of age or senior position• You should have a lot in • Difference provides potential for greater common with your mentor discovery, challenge & growth• Mentoring is for young • Mentoring is for anyone at any stage of life or career people • A mentor is a sounding board• Mentors tell you what to do • Mentors assist your decision-• Mentors give advice making & problem-solving
  • 5. What is Mentoring? “Mentoring is an alliance that creates a space for dialogue, that results in reflection, action and learning”“Mentoring – developing insight to turn hindsight into foresight” “Mentoring is a synergistic relationship – two or more people, engaged in a process that achieves more than each could alone” “Mentoring is a partnership between a less experienced mentee and the more experienced mentor, who uses their professional and life experience to help the mentee develop and advance their career.”
  • 6. Mentoring and Coaching both…..• Provide one-to-one interaction to achieve personalised learning and growth;• Cater to individual needs, personal styles and time constraints;• Can be conducted face to face or from remote locations;• Complement formal training and educational experiences;• Process real-life issues, problems and decisions;• Facilitate access to information and choices about new behaviours and actions;• Support the achievement of positive outcomes.
  • 7. What’s the difference between Coaching and Mentoring?• Coaching is used when there is a well-defined goal that is based on improving skills and performance.• Mentoring is appropriate for career planning, providing general guidance, setting and achieving goals, making decisions or facilitating problem solving.
  • 8. What is Mentoring not?• Acting as a parent• Acting as a problem-solver• Acting as a counsellor• Being the mentee’s friend• Dispensing discipline• Being a god
  • 9. What is the Role of the Mentor?
  • 10. What Do Mentors Do? ElicitChallenge Support Impart
  • 11. Mentoring Roles Elicit Guide Confidante Advisor CatalystChallenge Support Coach Sounding Board Role Model Link Impart
  • 12. What Knowledge & Skills Does a Mentor Need?
  • 13. The Mentoring Philosophy• Mentoring enables purposeful conversation;• The conversation assists the mentee to reflect on their own experience, make informed decisions and act upon the ideas that are generated;• The purpose of mentoring is development. It is about learning not teaching;• Mentoring is enriching and satisfying for both partners.
  • 14. A Mentor is Someone Who• Asks questions - to draw people out• Listens without judgement - does not impose their own value-judgements on another• Probes without prying - is able to ask hard questions, questions that go deep and probe the subconscious, without crossing the line and being to personal• Expands ideas without instructing - can suggest alternatives, explore possibilities without telling people what to do• Develops rapport and trust - so that confidential conversations are possible
  • 15. Mentor Skills• Listening• Questioning• Actions and goals• Supportive challenge• Feedback• Rapport• Critical reflection
  • 16. Managing the Process
  • 17. Mentoring in PracticeMentee Mentor• Shape the overall agenda. • Establish rapport Determine what you would • Ask helpful and insightful like to get out of the discussion questions• Reflect on questions and • Listen share thoughts openly • Share useful insights and• Seek feedback and ideas experience• Commit to actions that you • Provide support, praise and are going to take constructive feedback• Request support
  • 18. Managing the Process• Preparing for Mentoring• The First Meeting• The Mentoring Conversation• Tools and Techniques
  • 19. What’s next…..
  • 20. Mentees have found that mentoring has:• Enhanced their training and career development• Widened their professional networks• Significantly influenced their attitudes and professional outlook• Guided them around major procedural obstacles and pitfalls• Improved their performance and results by challenging their assumptions
  • 21. Mentors report the following benefits for themselves:• Satisfaction from helping others and seeing them progress – a chance to give back• Deeper and broader knowledge of their own and other organisations• Opportunity to practice and develop management skills• Job enrichment and the chance to build wider networks• Increased self-confidence and personal recognition of knowledge, skills and achievements• Higher visibility within their profession and industry
  • 22. Questions to Ask Yourself• Do you have the ability to listen without judgement, probe without prying and expand someone’s ideas without instructing?• Can you develop rapport?• Can you keep your ego in check, so that instead of immediately giving your answer, experience, solution or advice, you can ask questions to draw out what another already knows or can discover for themselves?