CHARISMATIC MENTORINGHOW TO BE AN EFFECTIVE       MENTOR      BRANDJONTAN (JON TAN)               2001
WHY THE NEED FOR MENTORINGTHE “ROLE MODEL” FUNCTION OF A MENTOR, IS AHIGHLY EFFECTIVE HR DEVELOPMENT PROCESS, SUITEDFOR VA...
WHY THE NEED FOR MENTORINGVI.   PEOPLE ON CAREER BREAKS.VII. SPECIFIC SKILL OR TALENT DEVELOPMENT:     LEADERSHIP, COMMUNI...
PRE-REQUISITES OF AN EFFECTIVE MENTORAS A “ROLE MODEL”, THE MANDATORY “QUALIFICATIONS”OF AN EFFECTIVE MENTOR ARE:    EXPE...
PRE-REQUISITES OF AN EFFECTIVE MENTORTHE 3 INTEGRATED FUNCTIONS OF AN EFECTIVE MENTOR:I.   ROLE MODEL.II. CONFIDANTE.III. ...
PRE-REQUISITES OF AN EFFECTIVE MENTORTHE “ROLE MODEL” FUNCTION OF AN EFFECTIVE MENTORIS 3-PRONG:I.   FACILITATOR.II. MOTIV...
PRE-REQUISITES OF AN EFFECTIVE MENTORI. FACILITATORA. CUSTOMISE TO THE MENTEE’S PSYCHOGRAPHICS PROFILE.B. GO AT THE PACE O...
PRE-REQUISITES OF AN EFFECTIVE MENTORI. MOTIVATORA. RADIATE POSITIVE ATTITUDE WITH HIGH ENTHUSIASM.B. ENSURE THAT MENTEE K...
PRE-REQUISITES OF AN EFFECTIVE MENTORI. “COUNSELLOR”A. RESPECT THE MENTEE’S UNIQUE “MODEL OF THE WORLD”.B. IDENTIFY NEGATI...
QUALITIES OF A GOOD MENTEEOVERALL QUALITIES:I.   VISIONARY.II. OPTIMIST-REALIST.III. AMBITIOUS.IV. EAGER BEAVER.V. RISK-TA...
QUALITIES OF A GOOD MENTEEOVERALL QUALITIES:VI. ENDURANCE/PATIENCE.VII. TEAM PLAYER.VIII. SELF-AWARENESS.IX. SELF-RESPONSI...
METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.AIMACTION PLANACHIEVEMENT
METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.AIMA. SET VISION PLAN.   INCORPORATING LONG-RANGE 5-YEAR GOALS.   THE...
METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.ACTION PLANA. DESIGN ACTION PLAN.B. MENTOR TO DESIGNATED ACTIVITIES.C...
METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.ACHIEVEMENTA. MONITOR MENTEE’S RATE OF PROGRESS.B. DECISION ON WHETHE...
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Mentoring: "How To Be An Effective Mentor." - brandjontan (Jon Tan)

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Mentoring: "How To Be An Effective Mentor." - brandjontan (Jon Tan)

  1. 1. CHARISMATIC MENTORINGHOW TO BE AN EFFECTIVE MENTOR BRANDJONTAN (JON TAN) 2001
  2. 2. WHY THE NEED FOR MENTORINGTHE “ROLE MODEL” FUNCTION OF A MENTOR, IS AHIGHLY EFFECTIVE HR DEVELOPMENT PROCESS, SUITEDFOR VARIOUS PURPOSES.I. NEW COMPANY HIRES.II. NEW DEPARTMENT/DIVISION HIRES.III. HIGH-POTENTIAL TALENTS.IV. MOTIVATED PEOPLE.V. UNDER-ACHIEVERS.
  3. 3. WHY THE NEED FOR MENTORINGVI. PEOPLE ON CAREER BREAKS.VII. SPECIFIC SKILL OR TALENT DEVELOPMENT: LEADERSHIP, COMMUNICATION, CREATIVITY, DIVERSITY, ETC.VIII. CAREER PROGRESSION.IX. SUCCESSION PLANNING.X. REDUNDANCY SUPPORT PROGRAM.
  4. 4. PRE-REQUISITES OF AN EFFECTIVE MENTORAS A “ROLE MODEL”, THE MANDATORY “QUALIFICATIONS”OF AN EFFECTIVE MENTOR ARE: EXPERTISE IN SPECIFIC AREA OF MENTORING, MUST BE HIGHER THAN THAT OF THE MENTEE. POSSESS EXPERIENTIAL KNOWLEDGE. RECOGNITION AS AN AUTHORITY/EXPERT IN THE SPECIFIC AREA OF MENTORING. RELEVANT NETWORK.
  5. 5. PRE-REQUISITES OF AN EFFECTIVE MENTORTHE 3 INTEGRATED FUNCTIONS OF AN EFECTIVE MENTOR:I. ROLE MODEL.II. CONFIDANTE.III. COACH. (WHEN MENTEE IS NOT “ON-TRACK”, OR NOT “MOVING FORWARD”, OR IN DOWNTIME…)
  6. 6. PRE-REQUISITES OF AN EFFECTIVE MENTORTHE “ROLE MODEL” FUNCTION OF AN EFFECTIVE MENTORIS 3-PRONG:I. FACILITATOR.II. MOTIVATOR.III. “COUNSELLOR”
  7. 7. PRE-REQUISITES OF AN EFFECTIVE MENTORI. FACILITATORA. CUSTOMISE TO THE MENTEE’S PSYCHOGRAPHICS PROFILE.B. GO AT THE PACE OF THE MENTEE.C. ENSURE EFFECTIVE LEARNING.
  8. 8. PRE-REQUISITES OF AN EFFECTIVE MENTORI. MOTIVATORA. RADIATE POSITIVE ATTITUDE WITH HIGH ENTHUSIASM.B. ENSURE THAT MENTEE KEEPS TO THE VISION PLAN.C. INSPIRE WITH EXPERIENTIAL KNOWLEDGE.
  9. 9. PRE-REQUISITES OF AN EFFECTIVE MENTORI. “COUNSELLOR”A. RESPECT THE MENTEE’S UNIQUE “MODEL OF THE WORLD”.B. IDENTIFY NEGATIVE EMOTIONS/DISEMPOWERING PATTERNS.C. BE A CATALYST FOR MENTEE’S BREAKTHROUGH.
  10. 10. QUALITIES OF A GOOD MENTEEOVERALL QUALITIES:I. VISIONARY.II. OPTIMIST-REALIST.III. AMBITIOUS.IV. EAGER BEAVER.V. RISK-TAKER.
  11. 11. QUALITIES OF A GOOD MENTEEOVERALL QUALITIES:VI. ENDURANCE/PATIENCE.VII. TEAM PLAYER.VIII. SELF-AWARENESS.IX. SELF-RESPONSIBILITY.X. TRUSTING: OPEN AND HONEST.
  12. 12. METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.AIMACTION PLANACHIEVEMENT
  13. 13. METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.AIMA. SET VISION PLAN. INCORPORATING LONG-RANGE 5-YEAR GOALS. THEN, BREAK DOWN TO 3-YEAR GOALS, 1-YEAR GOALS, AND MONTHLY GOALS.B. ESTABLISH SPECIFIC BOUNDARIES FOR MENTORING. “SCOPE OF MENTORING”, BY MAIN MENTOR (BUDDY), AND ADDITIONAL MENTORS, PLUS “SPECIALIST” MENTORS.C. DEFINE DESIRED OUTCOMES. THIS IS IN TANDEM WITH THE ABOVE SET VISION PLAN, AND THE “SCOPE OF MENTORING”.
  14. 14. METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.ACTION PLANA. DESIGN ACTION PLAN.B. MENTOR TO DESIGNATED ACTIVITIES.C. TRACK MENTEE IN ACTION.D. EVALUATE MENTEE’S PERFORMANCE.E. CORRECT PERFORMANCE GAPS.
  15. 15. METHODOLOGY AND PROCESS OF MENTORING:THE “AAA” MODEL.ACHIEVEMENTA. MONITOR MENTEE’S RATE OF PROGRESS.B. DECISION ON WHETHER TO MAINTAIN PACE, OR INCREASE PACE OR DECREASE PACE.C. REVISIT ACTION PLAN. WHEN NECESSARY, REVISE ACTION PLAN, IN LINE WITH “REVISED” COMMITMENT.

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