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  1. 1. Mentor: ‘Someone whose hindsight can become your foresight’
  2. 2. In Greek Mythology… ...‘Mentor’ is the name of the person to whom Odysseus entrusted the care of his son, Telemachus, when he set out on his famous wanderings…that which we now call an "odyssey" and which took him, among other places, to the Trojan Wars. Mentor was the wise and trusted counselor of Odysseus, as well as a tutor to Telemachus. Myth has it that the goddess Athena would assume Mentor's form for the purpose of giving counsel to Odysseus. Today… … Mentor's name -- with a lower-case "m" -- has passed into our language and the translation of "mentor" from classical Greek is closest in meaning to "advisor" in English. But the modern meaning of mentoring is more complex.
  3. 3. Who is a mentor? <ul><li>A mentor is an individual, usually older, always more experienced, who helps and guides another individual’s development. </li></ul><ul><li>This guidance is not done for personal gain. </li></ul>‘ Behind every successful person, there is one elementary truth: somewhere, somehow, someone cared about their growth & development. This person was their mentor’ Dr Beverley Kaye, ‘Up is not the only way’, 1997
  4. 4. Do you need a mentor? <ul><li>YES!! </li></ul><ul><li>(Widening your network is never a bad idea) </li></ul><ul><li>You probably already have an informal mentor. Is there someone who: </li></ul><ul><li>Helps show you how to get things done? </li></ul><ul><li>You turn to, for advice? </li></ul><ul><li>You would like to emulate, either in career path or in a specific skill (presentation style. leadership etc)? </li></ul>
  5. 5. Selecting the right mentor <ul><li>This would depend on what you want from them (you can have more than one mentor) </li></ul>
  6. 6. Qualities of a Good Mentor <ul><li>Approachable and welcoming </li></ul><ul><li>A patient listener / good communication skills </li></ul><ul><li>Inspires trust </li></ul><ul><li>Shares information and experiences openly </li></ul><ul><li>Encourages independence yet offers support </li></ul><ul><li>A good role model through actions and words </li></ul><ul><li>Provides accurate and appropriate feedback </li></ul><ul><li>Motivating, encouraging, positive and empowering </li></ul><ul><li>Willing to spend time, reach out and share </li></ul><ul><li>An effective intermediary </li></ul>
  7. 7. Qualities of a Good Mentee <ul><li>Asks questions </li></ul><ul><li>Willing to be mentored </li></ul><ul><li>Strives to give his/her best at all times </li></ul><ul><li>Accepts criticism graciously </li></ul><ul><li>Learns from mistakes </li></ul><ul><li>Has the courage to try new things </li></ul><ul><li>Accepts responsibilities </li></ul><ul><li>Open and honest </li></ul><ul><li>Respectful and grateful </li></ul><ul><li>Listens, watches, learns and grows </li></ul>
  8. 8. In a mentoring relationship be cautious of: <ul><li>Own natural preferences </li></ul><ul><li>Bias </li></ul><ul><li>Giving advice & suggestions to appear helpful </li></ul><ul><li>Thinking you can do it all </li></ul><ul><li>Allowing dependency to develop </li></ul>
  9. 9. The Beneficiaries The profession Improved networks Managed career development Focused individuals Communicated standards Status The organisation Development of skills bank Focused employees Planned work programmes Increased efficiency Improved staff morale Low cost career development The mentor Personal development Job satisfaction Developed interpersonal skills Discovering talent Professional status The mentee Focussed career development Improved self-confidence Advice and guidance Access to networks and contacts Management development
  10. 10. The Mentoring Process Goal Setting Review Action planning Providing feedback Analysis Observation
  11. 11. Ten Rules for Effective Mentoring <ul><li>Set High Expectations: Expectations should be expressed, negotiated and agreed upon at the beginning of a mentoring relationship. Sometimes mentoring proves disappointing. This disappointment can frequently be traced back to differing or unfulfilled expectations. </li></ul><ul><li>Know the Purpose: Jointly agree on the purpose of the relationship. When you each know what you want and why you want it, you have the basis for building a wonderful relationship.   </li></ul><ul><li>Stick to The Schedule: All good things come to those who meet consistently. Determine the regularity of interaction and stick to it. </li></ul>
  12. 12. <ul><li>Be Accountable: Determine the type of accountability. Mutual responsibility is an important mentoring dynamic! It does not just happen - you must plan for it. Agree together on how you will establish and monitor mentoring tasks. The heart of empowerment lies not only in what the mentor shares but also in the tasks the mentor gives to the protégé. You must complete the tasks in order to benefit. Accountability is the prod to make sure this happens, because change rarely takes place without it. It can occur in many ways: phone calls, probing questions during meetings or a planned evaluation time. </li></ul><ul><li>Develop Communication Mechanisms: </li></ul><ul><li>If the mentor sees or learns of an area of need or concern for you - and it may be negative - how and when do you want your mentor to communicate it to you? Determine this important communication mechanism in advance so that it causes no undue harm or ill feeling later on. </li></ul>
  13. 13. <ul><li>Keep it Confidential: Clarify the level of confidentiality. You both need to make it clear when something you share should be treated as confidential and never, ever violate this trust. </li></ul><ul><li>Determine the Timeframe: Determine the length of your relationship and by all means avoid open-ended mentorships. That way both of you can back out without losing face if the mentoring relationship does not meet your expectations. On the other hand, if it goes well you can continue the relationship and set up a new evaluation point. </li></ul><ul><li>Measure Progress: Evaluate the relationship from time to time. Inspecting progress from time to time allows you to reinforce predetermined expectations and agreed upon standards of performance. </li></ul>
  14. 14. <ul><li>Encourage Feedback: Encourage your protégé to ask for feedback. Although difficult to hear at times, feedback is critical to growth and development. Demonstrate that you are open to hear ideas and suggestions to bring out areas that you may not have discussed at the beginning of your relationship. They may want you to keep on a eye on certain blind spots that were initially overlooked. </li></ul><ul><li>Successful closure: A happy ending for a mentoring experience involves closure, in which both parties evaluate, recognize how and where empowerment has occurred and mutually end the mentoring relationship. What frequently happens in successfully closed mentoring is an ongoing friendship that allows for occasional mentoring and future interweaving of lives as needed. </li></ul>
  15. 15. Sign of a good mentor-good mentee pair <ul><li>“ A mentor is like a tattoo, it stays with you forever.” </li></ul><ul><li>From ‘Mentoring: Turning Pebbles into Diamonds’ by </li></ul><ul><li>PA Vesilind </li></ul>
  16. 16. <ul><li>On a lighter note…a parable on mentoring </li></ul><ul><li>One sunny day a rabbit came out of her hole in the ground to enjoy the fine weather.  The day was so nice that she became careless and a fox snuck up behind her and caught her.&quot;I am going to eat you for lunch,&quot; said the fox. </li></ul><ul><li>&quot;Wait,&quot; replied the rabbit, &quot;you should at least wait a few days.&quot;&quot;Oh yeah?  Why should I wait?&quot;&quot;Well, I am just finishing my thesis on 'The Superiority of Rabbits over Foxes and Wolves .' &quot;&quot;Are you crazy?  I should eat you right now!  Everybody knows that a fox will always win over a rabbit.&quot;&quot;Not really, not according to my research.  If you like, you can come into my hole and read it for yourself.  If you are not convinced, you can go ahead and have me for lunch.&quot;&quot;You really are crazy!&quot;  </li></ul><ul><li>But since the fox was curious and had nothing to lose, it went with the rabbit.  The fox never came out.A few days later the rabbit was again taking a break from writing and sure enough, a wolf came out of the bushes and was ready to set upon her.&quot;Wait,&quot; yelled the rabbit, &quot;you can't eat me right now.&quot;&quot;And why might that be, my furry appetizer?&quot;&quot;I am almost finished writing my thesis on 'The Superiority of Rabbits over Foxes and Wolves.' &quot;   </li></ul>
  17. 17. <ul><li>The wolf laughed so hard that it almost lost its grip on the rabbit.  &quot;Maybe I shouldn't eat you.  You really are sick . . . in the head.  You might give me something contagious.&quot; </li></ul><ul><li>&quot;Come and read it for yourself.  You can eat me afterward if you disagree with my conclusions.&quot;So the wolf went down into the rabbit's hole . . . and never came out.The rabbit finished her thesis and was out celebrating in the local lettuce patch.   Another rabbit came along and asked, &quot;What's up?  You seem very happy.&quot;&quot;Yup, I just finished my thesis.&quot;&quot;Congratulations.  What's it about?&quot;&quot; 'The Superiority of Rabbits over Foxes and Wolves.' &quot;&quot;Are you sure?  That doesn't sound right.&quot;&quot;Oh, yes.  Come and read it for yourself.&quot;So together they went down into the rabbit's hole.  </li></ul><ul><li>As they entered, the friend saw the typical graduate student abode, albeit a rather messy one after writing a thesis.   The computer with the controversial work was in one corner.  To the right there was a pile of fox bones, to the left a pile of wolf bones.  And in the middle was a large, well-fed lion! </li></ul><ul><li>The moral of the story: The title of your thesis doesn't matter. The subject doesn't matter. The research doesn't matter. All that matters is who your mentor is. </li></ul>