Mentoring ppt

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Mentoring

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  • Like others who have commented, this is elegantly simple and powerfully informative. Would you share the deck? I am running a workshop soon and would appreciate having this input.
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  • Love it! Is it possible to share? christ.vanstaden@gmail.com
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  • Great presentation!!! I have been appointed as a mentor for juniors and would love to receive this ppt if possible!! at goizane75@gmail.com. Thanks!!!!!
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  • Rohit: Great presentation, I would love a copy for use in my fire department if possible. aray@daphnefire.org
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  • Hi Rohit.. can you send it to me the copy of this slide presentation... thank you.. arie_ishak@yahoo.com
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Mentoring ppt

  1. 2. Workshop Agenda Session1 Session2 Session3
  2. 3. The Origin of Mentoring <ul><li>Mentor (the son of Alcumus) and friend of ODYSSEUS </li></ul><ul><li>When Odysseus left for the Trojan War he placed Mentor in charge of his son, Telemachus </li></ul><ul><li>MENTOR was a trusted friend, more experienced, a counselor and a teacher </li></ul><ul><li>Mentees are also called “Proteges” </li></ul>
  3. 4. Examples
  4. 5. Aristotle and Alexander
  5. 6. Gandhi and Nehru
  6. 7. Eddy Merckx and Lance Armstrong
  7. 8. Gavaskar and Tendulkar
  8. 9. Understanding Mentoring Mentorship refers to a personal developmental relationship that enables synergetic purposeful conversation to reflect on experiences, make informed decisions and act upon ideas generated
  9. 10. Mentoring as a Concept <ul><li>MENTOR concept - </li></ul><ul><ul><li>M – Manages the Relationship </li></ul></ul><ul><ul><li>E - Encourages </li></ul></ul><ul><ul><li>N - Nurtures </li></ul></ul><ul><ul><li>T - Teaches </li></ul></ul><ul><ul><li>O – Offers mutual respect </li></ul></ul><ul><ul><li>R – Responds to the Mentee’s Needs </li></ul></ul>Source: http://sydney.edu.au/sun/docs/choosing_a_mentor.pdf
  10. 11. <ul><li>Mutual Trust </li></ul><ul><li>Regular “contact” and conversation </li></ul><ul><li>Genuine Belief in the process </li></ul><ul><li>Desire to build the “Institution” </li></ul><ul><li>Helps both persons to “grow” </li></ul>Basis of Mentoring
  11. 12. Principles of Mentoring <ul><li>Synergy – </li></ul><ul><ul><li>Mentoring should be enriching for both mentor and mentee </li></ul></ul><ul><ul><li>Mentoring is about learning and not teaching </li></ul></ul><ul><ul><li>Mentee is empowered to take responsibility of his/her actions </li></ul></ul><ul><li>Relationship – </li></ul><ul><ul><li>Mentoring is a power-free partnership between two individuals </li></ul></ul><ul><ul><li>Focus is not to make mentee dependent but to develop mentee’s independent critical thinking </li></ul></ul><ul><li>Uniqueness - </li></ul><ul><ul><li>Understanding the concept of mentoring and how it is different from coaching and counseling is important </li></ul></ul><ul><ul><li>Mentoring must provide direction in order to channelize efforts in the right direction </li></ul></ul>
  12. 13. Art of Mentoring
  13. 14. Mentorship skills
  14. 15. Skills needed by Mentor, Mentee <ul><li>Skills needed for an effective mentor: </li></ul><ul><ul><li>Listening actively </li></ul></ul><ul><ul><li>Building trust </li></ul></ul><ul><ul><li>Ability to encourage </li></ul></ul><ul><ul><li>Identifying goals and current reality </li></ul></ul><ul><ul><li>Providing corrective feedback </li></ul></ul><ul><ul><li>Inspiring </li></ul></ul><ul><ul><li>Developing capabilities in mentees </li></ul></ul><ul><ul><li>Managing risks </li></ul></ul><ul><ul><li>Good motivator </li></ul></ul><ul><ul><li>People orientation </li></ul></ul><ul><ul><li>Introspection </li></ul></ul><ul><ul><li>Facilitation </li></ul></ul><ul><li>Skills needed by mentee: </li></ul><ul><ul><li>Listening actively </li></ul></ul><ul><ul><li>Reflection </li></ul></ul><ul><ul><li>Willingness to take responsibility </li></ul></ul><ul><ul><li>Asking right questions </li></ul></ul><ul><ul><li>Deep commitment </li></ul></ul><ul><ul><li>Confidentiality & keeping trust </li></ul></ul><ul><ul><li>Ability to take initiatives </li></ul></ul><ul><ul><li>Follow through on commitments </li></ul></ul><ul><ul><li>Ability to connect the dots </li></ul></ul><ul><ul><li>Willingness to learn </li></ul></ul>
  15. 16. Attitude for Mentoring <ul><li>Start – At the start of mentoring process, mentors need to have an attitude of building trust and setting up the mentoring contract in initial meetings </li></ul><ul><li>During – During mentoring, a positive attitude of encouragement and giving directions is required </li></ul><ul><li>Closing – While the mentoring sessions are close to end, mentors need to have an attitude of reducing dependency of mentee and make the mentee self dependent </li></ul>
  16. 17. Uniqueness of Mentoring Feedback Mechanisms Mentoring Counseling Coaching Focus Career and person development Performance and psycho-social issues Development and performance issues at work Agenda Set by mentee with mentor providing support , guidance and experience sharing. Set by individuals and counselors aimed at achieving short term or long term goals Set by individuals with coach assisting in achieving specific goals Engagement Period Ongoing relationship that can last for a long period Relationship is short termed but can last longer due to breadth of issues being addressed Relationship is for a short duration
  17. 18. Stages of Mentoring STAGE1 STAGE2 STAGE3 STAGE4
  18. 19. Roles played by a Mentor <ul><ul><li>Teacher </li></ul></ul><ul><ul><li>Guide </li></ul></ul><ul><ul><li>Counselor </li></ul></ul><ul><ul><li>Motivator </li></ul></ul><ul><ul><li>Coach </li></ul></ul><ul><ul><li>Advisor </li></ul></ul><ul><ul><li>Referral Agent </li></ul></ul><ul><ul><li>Role Model </li></ul></ul><ul><ul><li>Door Opener </li></ul></ul>
  19. 20. Staff work for Mentoring <ul><li>Diaries maintained by both </li></ul><ul><li>Summarizing previous session in the beginning current session at the end </li></ul><ul><li>Co-ordination with other leaders if required </li></ul><ul><li>Communication between supervisor-HR-mentor-network </li></ul>
  20. 21. Skills required by Mentors <ul><li>Appreciative inquiry </li></ul><ul><li>Active Listening & Observations </li></ul><ul><li>Empathy, Warmth & Respect </li></ul><ul><li>Concreteness & Focus </li></ul><ul><li>“ Confrontation” to “Raise the bar” </li></ul><ul><li>Story telling & Self disclosure </li></ul>
  21. 22. Appreciative Inquiry <ul><li>Ear of the child – “is that so?” </li></ul><ul><li>Mine for the gold </li></ul><ul><li>Focus on life giving force </li></ul><ul><li>Tracking the positive energy to look at root causes of success & gifts </li></ul><ul><li>Enhance the “positive” </li></ul>
  22. 23. Active Listening & Observations <ul><li>Being “fully present” </li></ul><ul><li>Learning to listen to what is implied </li></ul><ul><li>Observing the “whole person” </li></ul><ul><li>Observing one self in relationship with the “mentee” </li></ul><ul><li>Observing one’s breath, emotions, thoughts & perceptions </li></ul>
  23. 24. Reflective Observation <ul><li>Reflective Observation as a process works on the basis of prompted reflection: </li></ul><ul><ul><li>It starts with a contextual comment/statement from the mentor </li></ul></ul><ul><ul><li>Mentor would then invite a reaction from the mentee </li></ul></ul><ul><ul><li>Mentor would now prompt the mentee to reflect on the statement he has made </li></ul></ul><ul><ul><li>Mentor leads the realization process of the mentee through proper guidance </li></ul></ul><ul><ul><li>This contextual Realization would stay with the mentee as an Awareness forever </li></ul></ul><ul><ul><li>It is Mentor’s responsibility to keep the mentee on track through proper interventions in the process </li></ul></ul>
  24. 25. Reflective Observation
  25. 26. Empathy, Warmth & Respect <ul><li>Learning to get out of one’s own shoes before stepping into others shoes </li></ul><ul><li>Paraphrasing & use of synonyms </li></ul><ul><li>Warmth expressed through eyes, voice & “touch” </li></ul><ul><li>Respecting uniqueness of the person and his/her views even if you strongly disagree with them </li></ul>
  26. 27. Concreteness and Focus <ul><li>Open ended questions precede focus </li></ul><ul><li>Capturing the essence & playing back </li></ul><ul><li>Focus on critical aspects – vital few </li></ul><ul><li>Mirror “trivial many” – energy sappers </li></ul>
  27. 28. Confrontation <ul><li>Confront is putting “in front” </li></ul><ul><li>Bringing out discrepancies between speech & actions; intent and impact; head & heart; heart and deeds etc. </li></ul><ul><li>Always “ raising the bar” </li></ul><ul><li>“ Compassionate” anger when required </li></ul>
  28. 29. Story telling <ul><li>Choice of stories </li></ul><ul><li>Share only when needed </li></ul><ul><li>Shared with full emotion- as it happened- Technicolor memory! </li></ul><ul><li>“ Encourage mentee to share stories too! </li></ul>
  29. 30. Story telling Telling inspiring stories with morals in an engaging way
  30. 31. Thank You

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