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Basic principles of mentoring
The presentation outlines the significance of mentoring as a leadership tool, emphasizing the relationship between experienced mentors and junior mentees. It details the role of mentors in developing future leaders, managing their relationships effectively, and creating a company-wide culture of mentoring. Ultimately, the conclusion highlights that true leadership involves cultivating successors and sharing one’s vision for organizational success.
Basic principles of mentoring
- 1. Basic Principles ofMentoring By Nwakerendu Ike
- 2. OBJECTIVE The main objectiveof this presentation is to help leaders at all levels and in all sectors, understand Mentoring and how to apply it
- 3. OUTLINE • Introduction • UnderstandingMentoring • Essence of Mentoring • How to develop mentoring ability • Mentor’s Job • Managing the Mentor-Mentee relationship • Developing a company-wide culture of mentoring • Conclusion
- 4. INTRODUCTION • Leadership isa position of influence. • It offers the leader an opportunity to sway opinions and attitudes of others • A true leader should therefore seek to replicate him/herself in others by becoming a mentor to younger and less experienced members of the team. • This course will seek to help participants to understand mentorship and how to apply it at all levels of leadership.
- 5. UNDERSTANDING MENTORING • Mentoringis a relationship between two people where the individual with more experience, knowledge, and connections is able to pass along what they have learned to a junior individual within a certain field or organisation. • The senior individual is the mentor, and the junior individual is the mentee.
- 6. ESSENCE OF MENTORING •To provide leadership to future generation • Pass along best practices • Help willing mentees achieve their goal • To preserve your legacy • To ensure successful succession • To lead beyond your lifetime • To reproduce yourself in others • To replicate vision to another generation
- 7. HOW TO DEVELOPMENTORING ABILITY • Develop courage by looking at other mentoring examples • Raise a transition team • Train your replacements • Make yourself unnecessary • Work yourself out of the job • Train the person who will make sure you do not stay • Make time to spend with your mentee
- 8. THE MENTOR’S JOB •Timely advice to the Mentee • Share capacity building resources with the Mentee • Provide financial guidance to the Mentee • Be a role model for leadership responsibilities • Provide direct access and opportunities for development • Co-leadership to build mentee’s confidence
- 9. MANAGING THE MENTOR-MENTEERELATIONSHIP • Mentor guides by instructions; Mentee learns by obedience and questioning • Mentor gives opportunities for Mentee to apply his skills and gifts • Mentor gives platforms to showcase Mentee; mentee develops capacity to meet the expectations • Mentor gives Mentee the required recognition • Focus on developing Mentee not managing him/her • Mentor to create time and show patience • Mentor to be honest with correction and generous with praise
- 10. DEVELOPING A COMPANY-WIDEMENTORING CULTURE • Provide for mentoring in your strategic vision • Make succession planning part of your policy • Monitor the implementation of succession planning in every department • Provide a reward system to encourage mentoring
- 11. CONCLUSION • The purposeof leadership is to raise other leaders, not to have followers. It is important that the leadership vision is captured and made known to everyone in the organisation. • Leaders at all levels need to realise that it is the success of their successor that guarantees their success, and therefore develop them to take over at the appropriate time. • Every leader needs to see their position as a relay race and be willing to move the baton at the right time.
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