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Mentoring Mentoring Presentation Transcript

  • “ 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”
  • Types of mentoring
    • Natural
      • Friendship
      • Collegiality
      • Teaching
      • Coaching
      • Counseling
    • Planned
      • Formal/informal programs like
      • interviews,
      • personal profiles,
      • comparing interest or
      • get acquainted sessions
  • 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.
  • 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.
    • 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.
  • 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.
    • 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
    • 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
  • 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
    • Skill requirement :
      • Monitoring the progress of the learner
      • Relationship review and renegotiations
      • Recognizing achievements' /objectives achieved
  • 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.
  • 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.
  • 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.
  • 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 .