This document outlines how to effectively structure and conduct a mentoring program. It discusses setting goals for the program, such as reducing turnover and increasing productivity. It provides guidance for mentors on expectations at the start, during, and end of the mentoring relationship. Key aspects of mentoring covered include developing trust, regular check-ins, empowering mentees, and providing feedback. The document also reviews skills mentors should demonstrate, such as active listening, asking open-ended questions, and maintaining a positive attitude.

1. Mentoring Bootcamp
How to get the best from each other

2. Ricardo Moraes

4. Agenda
eShares Mentoring Program
Understanding Mentoring
Mentoring Process
Mentoring Skills

5. Mentoring program goals
Reduce turnover
Better management
Increase customer
satisfaction
Increase productivity

6. Mentors’ expectations
Start
Set up the engagement contract
Attitude to build trust

7. Mentors’ expectations
During
Keep a positive attitude
Regular check-ins
Give directions

8. Mentors’ expectations
Closing
Develop mentee’s critical thinking
Reduce dependencies

9. Lack of understanding the benefits
Lack of resources
Lack of a facilitator
Lack of measurement
Risks

11. Athena’s encouragement and
practical plans for dealing with
personal dilemmas

12. Challenging
Motivating
Inspiring

13. Personal & Career Development

14. Guidance

15. Experience sharing

16. Ongoing relationship that can last

17. Basis
of Mentoring

18. Mutual trust

19. Regular “contact” & conversation

20. Genuine belief in the process

21. Two-person growth

22. Principles
of Mentoring

23. Uniqueness

24. Uniqueness
Coaching Counseling

25. Synergy

26. Learning, not teaching
Empowerment
Responsibility

27. Relationship

28. Power-free
Dependencies
Independent critical thinking

29. Mentees

30. Mentees
Reflection
Willingness to
learnConfidentiality
Active listening
Commitment
Responsibility
Take on
initiatives

31. Mentees
Reflection
Willingness to
learnConfidentiality
Active listening
Commitment
Responsibility
Take on
initiatives

32. Drive the relationship

33. Make contact

34. Create agenda

35. Report on progress

36. Co-op diary

37. Come prepared!

38. Art
of Mentoring

39. Different Hats
Teacher
Counselor
Referral
Agent
Door Opener
Role Model
Guide
Advisor
Motivator

40. Mentors

41. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

42. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

43. “Ear of child”
Track positive energy
Enhance positive attitude

44. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

45. Be fully present
Watch the “whole person”
Repeat

46. S.B.I.
Formula for
Feedback
Situation
Describe the situation
Behavior
What they did
Impact
Impact of that behavior

47. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

48. Get inside “other’s shoes”
Eyes, voice & “touch”
Points of view

49. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

50. Open ended questions
Vital few vs. energy sappers
Create a list & rank it

51. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

52. “And what if…”
Speech vs. actions; intent vs. impact
Compassionate “anger”

53. Mentors
Appreciative
Inquiry
Storytelling &
self-disclosure
Positive
challenge
Active listening &
Observation
Concreteness &
Focus
Empathy, Warmth
& Respect

54. Choice of stories
Full emotions
Mentee’s stories

55. Do’s

56. Real, short & meaningful
Relevant
Engagement

57. Tone of voice
Characteristics & settings
Time for reflection

58. Don’ts

59. Early conclusions
Religious connotations
De-motivating

60. Mentor’s utility belt

61. Http://tiny.cc/Mentor-utility-belt

62. S.M.A.R.T.
Goals
Specific
Measurable
Attainable
Realistic
Timely

63. Share best practices
Ask for help

64. ...And that is
normal.
Some people
just don’t click

65. ...And that is
normal too.
Sometimes work
isn’t always fun

66. Positive attitude

67. Celebrate *all*
achievements

68. “Success is when I add value to
myself.
Significance is when I add value
to others.”
- John Maxwell