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eShares Mentoring bootcamp
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.
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- 1. Mentoring Bootcamp How toget the best from each other
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- 4. Agenda eShares Mentoring Program UnderstandingMentoring Mentoring Process Mentoring Skills
- 5. Mentoring program goals Reduceturnover Better management Increase customer satisfaction Increase productivity
- 6. Mentors’ expectations Start Set upthe engagement contract Attitude to build trust
- 7. Mentors’ expectations During Keep apositive attitude Regular check-ins Give directions
- 8. Mentors’ expectations Closing Develop mentee’scritical thinking Reduce dependencies
- 9. Lack of understandingthe benefits Lack of resources Lack of a facilitator Lack of measurement Risks
- 11. Athena’s encouragement and practicalplans for dealing with personal dilemmas
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- 13. Personal & CareerDevelopment
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- 16. Ongoing relationship thatcan last
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- 19. Regular “contact” &conversation
- 20. Genuine belief inthe process
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- 39. Different Hats Teacher Counselor Referral Agent Door Opener RoleModel Guide Advisor Motivator
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- 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” Trackpositive 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 Watchthe “whole person” Repeat
- 46. S.B.I. Formula for Feedback Situation Describe thesituation 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’sshoes” 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 Vitalfew 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…” Speechvs. 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 Fullemotions Mentee’s stories
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- 56. Real, short &meaningful Relevant Engagement
- 57. Tone of voice Characteristics& settings Time for reflection
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- 63. Share best practices Askfor help
- 64. ...And that is normal. Somepeople just don’t click
- 65. ...And that is normaltoo. Sometimes work isn’t always fun
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- 68. “Success is whenI add value to myself. Significance is when I add value to others.” - John Maxwell