The document outlines key distinctions and functions of coaching, mentoring, and sponsoring in professional development, emphasizing their unique roles in supporting career advancement. It also provides guidance on identifying potential mentors, establishing mentoring relationships, setting expectations, and the qualities and responsibilities of effective mentors. Additionally, it highlights the importance of communication and understanding in fostering successful mentoring dynamics.

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Coaching
 Different from mentoring and sponsoring
 Closely related to teaching and training
 Helping someone learn responsibilities of a new position
 Helping someone get “unstuck”

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Mentoring
 Different from coaching and sponsoring
 Knowledge transfer based on experience
 More directive than coaching
 Mentor can be an advocate behind the scenes

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Sponsoring
 Different from mentoring and coaching
 Involves cultivating relationship with person in high position to help
propel your career to next level
 For it to work: show value, be clear on career intentions, how person can
help you

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Myths About Mentoring
Myth #1 – As a mentee, you are a subordinate
Myth #2 – Once you have a mentor, they are your mentors for life
Myth #3 – You have to find one perfect mentor
Myth #4 – Living close to my mentor is important
Myth #5 – The mentoring relationship has to be formal

6. + Why have a Board of Directors….
 Powerful, efficient tool for learning
 Insights into organizational decision making processes
 Broader understanding of business as whole
 Supports strategic career management
 Insight into career options and paths
 Sounding board for ideas
 Supports transitioning into new role
 Different way of thinking about problem/situation

7. + What roles should you look for…
 Accountability partner – nudges you
 Motivator – your cheerleader when times are tough
 Role Model – been there done that; subject matter expert
 Connector – knows the organization and the players well
 Strategist – helps you think through scenarios
 Proofer – reviews your materials
 Specialist – has expertise you don’t have (and don’t need to develop)
 Thinker – one who thinks differently than you

8. + How do you identify…
 Know thyself –what and why
 Identify needs
 Short-term
 Long-term
 Ask your supervisor
 Network professional associations and groups
 Be patient… it takes time so be sure to prioritize your needs

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Seven Steps for Finding a Mentor
1. Identify why you want a mentor
2. Determine background and skills you need in a mentor
3. Examine your options (local management, members of professional
organizations, MWN)
4. Take a “test drive” to see if prospective mentor is a good fit
5. Identify ways you could help your mentor(s)
6. List individuals and create plan to maintain relationships
7. Ensure mentor feels appreciated (thank you, lunch, keep in the loop)

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Mentoring Expectations
 Mentor expects you to be clear on why you want a mentoring relationship
 Be able to clearly articulate expectations of mentor
 Expectations should be set up early in the relationship

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Establishing a Mentoring Relationship

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Contact Potential Mentors
 Set up introductory meeting with potential mentor to discuss your career.
 Talk about you / ask about her or him
 Share personal journey / ask about hers or his
 Discuss where you are in your career, where you would like to be and
how can mentoring help
 Discuss mutual leadership values and philosophies
 Talk about how you can provide value to the mentoring relationship

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Considerations for First Mentoring Meeting
 What should mentor know about you?
 How do you learn best?
 What are your desired outcomes for the mentoring relationship?
 What do you expect from your mentor?
 How will you know if the relationship is working?

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Considerations for First Mentoring Meeting
 What do you expect from me?
 What do you think will be able to help me most?
 How do you like to work with people you are mentoring?
 What do you want to gain from this partnership?

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First Meeting Agenda
 Discuss experience with mentoring
 Discuss goals and objectives
 Discuss expectations
 Seek agreement of responsibilities
 Establish next steps

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Regular Meeting Agenda
 Recap last meeting
 Provide update
 Ask for feedback
 Establish next steps

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Becoming a Mentor

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Qualities of a Good Mentor
 Compassion
 Integrity
 Leadership
 Empathy
 Openness/Candor
 Empowering
 Commitment
 Passion

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Qualities of a Good Mentor (Cont.)
 Honesty
 Friendliness
 Communication skills
 Demonstrated success
 Self-Awareness

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Mentor Responsibilities
 Transfer of knowledge
 Encouraging
 Facilitating
 Goal setting
 Guiding
 Conflict management
 Problem solving
 Providing and receiving feedback
 Reflecting

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Effective Conversation Techniques
 Effective listening and questioning are two of the most powerful skills
mentors use
 Questioning should never be about “what question should I ask” but
about “what do I need the question to do”
 The ultimate goal of effective questioning is to deepen understanding

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Tips for Mentors
 Interact and share
 Share your expectations up-front
 Invest time in learning about your mentee
 Identify learning opportunities
 Assist mentee in developing a network
 Honor commitments and confidences
 Be clear about purpose and boundaries
 Provide honest, caring, regular, and diplomatic feedback
 Listen deeply and ask powerful questions
 Maintain and respect privacy, honesty and integrity

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THANK YOU!!