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Mentoring Presentation For Km Edge

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Mentoring Presentation For Km Edge

  1. 1. MENTORING CDR Scott Barry
  2. 2. REFERENCES <ul><li>Navy Knowledge Online </li></ul><ul><ul><li>www.nko.navy.mil </li></ul></ul><ul><li>http://www.mentoringgroup.com/ </li></ul><ul><li>http://www.mentoring.org/ </li></ul><ul><li>“ Follow My Lead,” Evan H. Offstein and Jason M. Morwick, American Society for Quality, September 2004 </li></ul><ul><li>“ The Elements of Mentoring,” W. Brad Johnson and Charles R. Ridley, Palgrave MacMillan, 2004 </li></ul>
  3. 3. Background <ul><li>What is “Mentoring?” </li></ul><ul><ul><li>In The Odyssey , Mentor acted as a coach, teacher, guardian, protector, and kindly parent that shared wisdom, promoted Telemachus’s career, and actively engaged in a deep personal relationship. </li></ul></ul><ul><ul><li>A way of bringing more junior/less experienced people up to speed faster and helping them build their own sense of professional competence and getting them to be stronger contributors to the organization faster. </li></ul></ul>
  4. 4. Why is Mentoring Important? <ul><li>Enhanced promotion rates </li></ul><ul><li>Accelerated career mobility </li></ul><ul><li>Improved professional identity </li></ul><ul><li>Greater professional competence </li></ul><ul><li>Increased career satisfaction </li></ul><ul><li>Recognition of improved competence by the organization </li></ul><ul><li>Decreased job stress and frustration </li></ul>MENTORS TEACH, COACH, COUNSEL, CHAMPION
  5. 5. How to be Mentored <ul><li>What to look for in a mentor? </li></ul><ul><ul><li>Someone </li></ul></ul><ul><ul><ul><li>That you respect </li></ul></ul></ul><ul><ul><ul><li>Who is patient </li></ul></ul></ul><ul><ul><ul><li>Who will support your needs and aspirations </li></ul></ul></ul><ul><ul><ul><li>Who will encourage you to accept challenges and overcome difficulties </li></ul></ul></ul><ul><ul><ul><li>Who will motivate and inspire you to reach your full potential </li></ul></ul></ul><ul><ul><ul><li>Who is genuinely interested in people and has a desire to help others </li></ul></ul></ul><ul><ul><ul><li>Who can effectively communicate and actively listen </li></ul></ul></ul>
  6. 6. How to be Mentored <ul><li>What to look for in a mentor? </li></ul><ul><ul><li>Someone </li></ul></ul><ul><ul><ul><li>Understands your workplace responsibilities </li></ul></ul></ul><ul><ul><ul><li>Accepts personal differences and gives you space to grow </li></ul></ul></ul><ul><ul><ul><li>Has realistic expectations </li></ul></ul></ul><ul><ul><ul><li>Maintains confidentiality </li></ul></ul></ul><ul><ul><ul><li>Who is self-confident and appreciates a developing employee without seeing them as a threat </li></ul></ul></ul><ul><ul><ul><li>Who is willing to help you face facts, be a sounding board, and tell you the truth (as he sees it) </li></ul></ul></ul>Your mentor ideally is about two ranks above yourself
  7. 7. What are the types of Mentoring? <ul><li>Situational Mentoring </li></ul><ul><ul><li>Usually short-lived and happens for a specific purpose. </li></ul></ul><ul><ul><ul><li>Example: Someone goes on an “informational interview” with someone who is in a career they are considering </li></ul></ul></ul><ul><li>Supervisory Mentoring </li></ul><ul><ul><li>Mentoring from a supervisor to a subordinate in their current job </li></ul></ul><ul><ul><ul><li>Very Important </li></ul></ul></ul><ul><ul><ul><li>All good supervisors mentor their subordinates </li></ul></ul></ul><ul><ul><ul><li>Drawbacks in that it can be heavily task oriented and the comfort levels of protégé may not exist </li></ul></ul></ul>
  8. 8. What are the types of Mentoring? <ul><li>Formal Mentoring </li></ul><ul><ul><li>4 characteristics </li></ul></ul><ul><ul><ul><li>Has a beginning and an end </li></ul></ul></ul><ul><ul><ul><li>Has a method for no-fault termination </li></ul></ul></ul><ul><ul><ul><li>Has some type of formal matching process </li></ul></ul></ul><ul><ul><ul><li>Has one or more checkpoints (goals) </li></ul></ul></ul><ul><li>Informal Mentoring </li></ul><ul><ul><li>Occurs when one person (Usually the protégé) seeks another for career advice or to be their career guide </li></ul></ul><ul><ul><ul><li>Tend to grow over a long period of time and are very effective and rewarding </li></ul></ul></ul>
  9. 9. Which Mentoring type is for me? <ul><li>People are being mentored continuously and do not realize it </li></ul><ul><ul><li>Formal </li></ul></ul><ul><ul><ul><li>Yearly fitness reports and mid-term counseling </li></ul></ul></ul><ul><ul><li>Situational </li></ul></ul><ul><ul><ul><li>You are performing a specific job related task. </li></ul></ul></ul><ul><ul><ul><ul><li>Asking someone for advice. </li></ul></ul></ul></ul><ul><ul><li>Supervisory </li></ul></ul><ul><ul><ul><li>Receive a tasking from your boss and you get periodic mid-course corrections </li></ul></ul></ul>
  10. 10. Which Mentoring type is for me? <ul><li>Informal mentoring, while being more rewarding, is unique and much harder to develop </li></ul><ul><ul><li>Personal relationship </li></ul></ul><ul><ul><li>Long time to develop </li></ul></ul><ul><ul><li>Benefits both mentor and protégé </li></ul></ul>
  11. 11. What is my role as the Protégé? <ul><li>The Protégé must: </li></ul><ul><ul><li>Want to be a partner in the relationship </li></ul></ul><ul><ul><ul><li>Take the initiative and seek advice when needed. Don’t wait to be contacted </li></ul></ul></ul><ul><ul><li>Prepare and do the appropriate “homework” for meetings with their mentor </li></ul></ul><ul><ul><ul><li>Ask questions (if the mentor’s directions are not clear) and make it clear what you think or do not know, this is how you really learn/benefit from mentoring </li></ul></ul></ul><ul><ul><li>Focus on the goal </li></ul></ul><ul><ul><ul><li>Jointly develop a plan for the relationship. </li></ul></ul></ul><ul><ul><ul><li>Clearly know what each expects and is prepared to deliver </li></ul></ul></ul>
  12. 12. What is my role as the Protégé? <ul><li>The Protégé must: </li></ul><ul><ul><li>Be able to discuss their needs and objectives with their mentor </li></ul></ul><ul><ul><ul><li>Be able to identify own weaknesses </li></ul></ul></ul><ul><ul><ul><li>Be willing to share them </li></ul></ul></ul><ul><ul><li>Seek to be challenged </li></ul></ul><ul><ul><li>Be serious about your capability to grow </li></ul></ul><ul><ul><li>Take responsibility for his/her career goals </li></ul></ul><ul><ul><ul><li>The mentor can guide you to the path for success, but you must still earn the success for yourself </li></ul></ul></ul>
  13. 13. What is my role as the Protégé? <ul><li>The Protégé must: </li></ul><ul><ul><li>Be flexible, listen to the mentor, and consider new options </li></ul></ul><ul><ul><ul><li>Be able to receive feedback and look at the situation from the mentor’s perspective </li></ul></ul></ul><ul><ul><ul><ul><li>A mentor’s perspective probably will be greatly different than your own </li></ul></ul></ul></ul><ul><ul><ul><li>One of the greatest assets in mentoring is having access to a more experienced viewpoint </li></ul></ul></ul>
  14. 14. What is my role as the Protégé? <ul><li>The Protégé must: </li></ul><ul><ul><li>Periodically assess the progress of the relationship </li></ul></ul><ul><ul><ul><li>Sometimes, it may be necessary to reset the priorities and goals of the mentoring relationship </li></ul></ul></ul><ul><ul><li>Respect your mentor’s time </li></ul></ul><ul><ul><li>Provide feedback to the mentor </li></ul></ul><ul><ul><ul><li>Is the mentoring relationship having the expected results? </li></ul></ul></ul><ul><ul><ul><li>How could the mentor be more successful? </li></ul></ul></ul><ul><ul><ul><li>Is the material/information useful and relevant? </li></ul></ul></ul>
  15. 15. How to get a Mentor? <ul><li>YOU have to take the initiative </li></ul><ul><ul><li>Evaluate officers senior to yourself that you respect </li></ul></ul><ul><ul><li>Determine if the officer has characteristics of a good mentor </li></ul></ul><ul><ul><li>Ask if he/she will be your mentor </li></ul></ul><ul><ul><li>Be patient with initial progress, it takes time to develop a strong mentoring relationship </li></ul></ul>
  16. 16. Role of the Leadership in Mentoring <ul><li>Afford personnel the time and ability to be mentored </li></ul><ul><li>Provide mentoring if requested </li></ul><ul><li>Develop basic guidelines for mentoring personnel </li></ul><ul><li>Provide training to all personnel on mentoring </li></ul>

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