Mentoring for Career Development

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  • Coaching and mentoring are not the same, though the differences are subtle and those who coach and those who mentor use similar skills. The terms "mentor" and "coach" are often used interchangeably. Although most references agree there are differences between the two, descriptions of the roles are not uniform. So, since ideas about coaching generally derive from sporting models and mentoring is more often associated with careers, the following definitions may be useful:Coach: a person who trains, tutors or prepares an individual for improved skill and performance;Mentor: one who guides and stimulates an individual's reflection and actions for improved personal and professional outcomes.
  • For the mentee?For the mentor?
  • 77% of companies report that mentoring programs are effective in increasing employee retention and performance. (Sources: Center for Creative Leadership; Business Finance)62% of employees who have received mentoring say they are likely to stay with their current employer. (Source: Yellowbrick)
  • Mentoring for Career Development

    1. 1. The Role of Mentoring in Career Development Presentation to CCS Alumni June 2013
    2. 2. What Why How
    3. 3. A quick “Hello” • On the pink index card write the biggest professional challenge affecting your career • At your tables, say hello and share: – the biggest professional challenge affecting your career – what you would personally gain by addressing it The biggest professional challenge or question affecting my career is….
    4. 4. What Why How
    5. 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. 6. Sharing Experience
    7. 7. The Mentoring Philosophy
    8. 8. The Mentoring Mindset Traditional Paradigm • The mentor picks a protégé • A mentor is someone more senior • You should have a lot in common with your mentor • Mentoring is for young people • Mentors tell you what to do • Mentors give advice • You are a mentor or mentee Contemporary Thinking • The mentee seeks mentors • A mentor is someone you can learn from regardless of age or position • Difference provides potential for greater discovery, challenge & growth • Mentoring is for anyone at any stage of life or career • A mentor is a sounding board • Mentors assist your decision- making & problem-solving • You are both mentor and mentee
    9. 9. 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
    10. 10. Coaching & Mentoring Behaviours Helping someone solve their own problem PULL PUSH Solving someone’s problem for them PUSH PULL Telling Instructing Giving advice Offering guidance Giving feedback Suggesting options Paraphrasing and summarising Asking questions Listening to understand
    11. 11. 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.
    12. 12. Who do you mentor? Who mentors you?
    13. 13. What Why How
    14. 14. What are the Benefits of Mentoring?
    15. 15. Enhanced training & career development Widened professional networksPositive attitude & outlook Avoided obstacles & pitfalls Improved performance & results
    16. 16. 77% Companies 62% Employees
    17. 17. Opportunity to practice & develop management skills Deeper & broader knowledge of the organisation Satisfaction from helping others Increased self-confidence Wider networks Job enrichment Recognition of knowledge, skills & achievements Higher visibility Within profession
    18. 18. What Why How
    19. 19. Informal Mentoring Appreciate Seek Know how
    20. 20. Formal Mentoring Engagement Training Matching Support & Evaluation
    21. 21. OSKAR • Outcome • Scaling • Know-How • Affirm & Action • Review A Toolkit for Mentoring Conversations
    22. 22. The Skill of Sharing Know-How Mentee Others Mentor
    23. 23. Mentoring in Practice • In pairs (or threes) – Mentor – Mentee – Observer (if three) • 20 minute Mentoring Conversation – Mentee decide a specific focus for the conversation – Mentor facilitate conversation (OSKAR)
    24. 24. Questions?
    25. 25. Get in touch Website: www.antoinetteoglethorpe.com Email: antoinette@antoinetteoglethorpe.com Telephone: 0191 286 4311 or 07957 604783 LinkedIn: www.linkedin.com/in/antoinetteoglethorpe Twitter: www.twitter.com/antoinetteog

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