The document discusses mentoring and coaching approaches in the workplace. It defines induction/coaching as supporting an individual's skills through direction and instruction, and mentorship as enabling knowledge and skills gain over time. Effective mentoring manages the relationship, encourages, nurtures, teaches, and offers mutual respect while responding to needs. Qualities like trust, belief in growth, and regular contact contribute to success. Mentors can take on roles like coach, counselor, and role model. The goal of mentoring is to help emerging leaders develop skills for career success. Guidelines are provided for establishing mentoring relationships and communities of practice for sharing. Potential challenges and mitigation strategies are also discussed.

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2.  Induction/ Coaching: An approach where a
Supervisor supports an individual or a team by
building their skills, competencies and attitudes
through direction and instruction in order to
learn a particular skill or work towards a set goal
 Mentorship: A sustained process of enabling an
individual to gain more knowledge and skills to
assist him/her in advancing professional and
personal skills and/or leadership capabilities for
more effective service delivery, job performance
and career management
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3.  M – Manages the relationship
 E- Encourages
 N- Nurtures
 T- Teaches
 O – Offers mutual respect
 R – Responds to the mentees needs
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4.  Mutual trust
 Genuine belief in the process
 Regular contact and conversation
 Desire to build the institution/ corporate
culture
 Help both persons to grow
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5.  Coach - helping someone acquire new skills
 Career counselor – listening and helping work
out solutio ns
 Networker – helping someone build connections
 Facilitator – helping to set and achieve goals
 Critical friend – providing support as well as
constructivel y challenging
 Sounding board – helping someone to try new
ideas
 Role model – providing an example from which
others can learn
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6.  The goal of mentoring is to help develop
emerging leaders/ teachers into successful
individuals who are ready to take their next
professional step - flourish in life and the
workplace.
 Mentors help guide mentees in cultivating
leadership virtues, developing authentic
self-awareness, and developing strong
character-based leadership skills.
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7.  Put your best foot forward: Bring a gift to the
first session, a book you might want to study
together or a coffee mug are always welcome.
 Plan for a soft start: Give the mentee a chance
to get to know you and feel safe. Always be
Positive and Supportive.
 Assure your mentee that your main objective is
to be there to support him/her. Do a lot of
listening.
 Encourage mentee to think for themselves. Use
questions to promote higher level thinking by
the mentees and to reveal to
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8.  Professionalism - mentees to be assisted to
grow in their professional and career
development, as articulated in the TSC Act,
2012.
 Non discrimination – Equal opportunity to
access mentorship and coaching among the
newly recruited teachers, newly promoted
school administrators and teachers
experiencing challenges in professional
conduct and performance
 Voluntary participation
 Sustainability
 Lifelong learning
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9.  Establish communities of practice learning
sessions by collaborating with other
mentoring teams in the same school
 CoP is an excellent opportunity for two or
more mentoring teams to meet on occasion to
share ideas about school level goals and
objectives, issues, and successes
 Identify the lead coordinator in each school
 Agree on preferable time for meeting on a
monthly basis
 All Mentor/ Coach -Mentee pairs meet to
share progress, identify needs, and revise
plans for next the quarter
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10.  Incorrect matching of mentors/mentees
 Lack of top-down support
 Resentment felt by those not involved in the
scheme or the perception of favoritism
 Creation of false promotional expectations
 Overdependence of the mentor or mentee
 Gender issues
 Concealing of role boundaries
 Lack of documentation –Mentor/mentee
progress reports
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11.  Top-down support
 Avoid biasness during mentor-mentee
selection
 Avoid biasness during mentor-mentee
matching
 Collaborate with other mentoring teams
 Proper documentation – progress report and
learning materials
 Keep the mentor-mentee boundaries
 Developing a community of practice
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12.  Focus on achieving learning goals
 Own the opportunity
 Be authentic, open and honest
 Be willing to discuss short and long-term career
goals as well as obstacles & successes.
 Create a clear agenda for each meeting.
 Stay connected and in communication with your
mentor
 Be willing to stretch and step out of your
comfort zone
 Keep a journal
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13.  A person can have mentors and be a mentor
at the same time
 Broadening of skills and knowledge
 Provision of a new dimension to current job
 Can increase personal and professional
networks
 Seeing others develop from your
experiences
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14.  Improves leadership skills
 Increased commitment to the organization
 Increased productivity
 Improved organizational communication
 Change management- development of
managers
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