Mentoring

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Mentoring

  1. 1. “If you touch me soft and gentle, If you look at me and smile at me, If you listen to me talk,sometimes,before you talk, I will grow, really grow”
  2. 2. Types of mentoring • Natural – Friendship – Collegiality – Teaching – Coaching – Counseling • Planned – Formal/informal programs like – interviews, – personal profiles, – comparing interest or – get acquainted sessions
  3. 3. Importance of mentoring 1.Academic mentoring helps improve overall academic achievement 2.Career mentoring improves LT career development 3.Personal mentoring supports in times of personal or social stress, provides guidance for DM and gives emotional support. 4.Improves people’s performance.
  4. 4. Mentoring,Coaching,Counseling • Mentoring – Focus on individual learner – self responsibility – High initiative – Usually not in a line relationship • Coaching – Focus on specific problem /work related performance skill – Solution oriented – Focus on results of the job – Ownership shared – Shares a line relationship.
  5. 5. • Counseling – For all – Focuses on deep behavioral and emotional issues – Should know the whole person you counsel – Help him develop self responsibility – Help him look into inner compass.
  6. 6. What do mentors do? Phase 1:Establishing rapport (initiating) Tasks: – Whether both can get along and respet each other – Exchange views on what is and not in the relationship – Agree on formal contract – Agee a way of working together – Agree on when ,where,how,frequency and duration of meetings. Dynamics: – Impatience to get going – Unwillingness to commit/tentativeness – Politeness in testing and challenging. Skill requirements: – Suspend judgments – Be clear about what needs to be established and wht is to be left out – Be open to hints and concerns unarticulated.
  7. 7. • Phase 2: Direction setting(getting established) Tasks: – Learn the learning style of the learner. – Try to work a to match the learning style with plan of action. – Determine the initial needs and the goals of the learner. – Identify priority areas for work. – Keep open space. – Begin work
  8. 8. Dynamics : – Over inclination to shut down on possibilities. – Unwillingness to set goals – Reluctance to open up possibilities for diagnosis. Skill requirements: – Using different frameworks and tools – Encouraging open thinking – Setting up opportunities for diagnosis by third parties – Give feedback/set objectives/plan
  9. 9. Phase 3:progres making(development) Tasks: – Creating forum for progressingthe learner’s issues – Use each other’s expertise as agreed upon. – Establish means for reviewing progress and make adaptations – Identify new issues& ways of working – Be ready for evolution of the relationship. Dynamics: – Period of sustained productivity – Dealing with changes in the relationship/learner’s circumstancespreparing o move on
  10. 10. Skill requirement: – Monitoring the progress of the learner – Relationship review and renegotiations – Recognizing achievements' /objectives achieved
  11. 11. Phase 4:Moving on (finalizing/maintenance) Tasks: – Allow relationship to end or evolve – Move to maintenance – Review what can be taken and used in other contexts. Dynamics: – Dealing with rupture/loss – Major renegotiations and continuation – Evaluation. Skill requirement: – Address own and other's feeling of loss – Develop next phase – Orchestrate a good ending – Generalize the learning – Establish friendship.
  12. 12. Limitations of mentoring • Belief that mentoring works with freshers. • Organizations don’t really work on building this skill. • Identification of mentors is itself a tough job. • Mentoring should be in harmony with organizational culture.
  13. 13. Who cannot be mentors • The Fixers: very autocraticwnting not delegate anything want to fix everything themselves. • The Bureaucrat: too rule-bound and controlling to accommodate different approaches • The Pleaser: wanting to plese all at all times. • The Talker: not into active listening or develping rapport.
  14. 14. A good mentor: • Does not blame • Will give honest answers • Will not intimidate—easily approachable at anytime • Very good at their job. • Actively questions you. • Enabling,caring,open • Gives constructive positive feedback.

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