The document discusses mentoring and defines it as a developmental relationship where a more experienced person guides a less experienced person. It notes that true mentoring involves an ongoing learning relationship rather than just occasional help. It covers expectations for both mentors and mentees, including that mentors provide guidance, direction, and act as a sounding board rather than telling mentees what to do. Mentees are expected to do their homework, follow the mentor's suggestions, and demonstrate how the mentor's guidance helped them. The document also provides examples of formal mentoring programs within companies and notes that mentors can come from within or outside one's company. It suggests benefits to mentoring include helping one's organization and keeping oneself

1. CA Sunishi Gabhawala
Career Coach

2. MENTORSHIP
 What do we think is the role of a mentor

3. DEFINITION
Mentorship is a personal developmental
relationship in which a more experienced or
knowledgeable person helps to guide a less
experienced or less knowledgeable person.
However, true mentoring is more than just
answering occasional questions or providing ad
hoc help. It is about an ongoing relationship of
learning, dialogue, and challenge.
Mentee / protégé / protegee

4. COVER TODAY
 What is mentoring
 Expectations from a mentor
 Expectations from a mentee
 Types of mentees
 Example of a formal program
 How do I find a mentor

5. WHAT IS MENTORING
 Relationship – get it right
 Guidance/Direction
 Sounding Board
 Asking questions – not telling you what to do
 Exchange of thoughts
 DEVELOPMENT
 Sponsorship

6. MYTHS
 One Mentor Fits All
 Only a formal long term
relationship
 Mentoring is for less experienced
people

7. DO WE NEED IT
 Diff levels need different kinds
 Junior to Mid-level
 Senior – large organisations
 Senior – own businesses
 Start ups

8. EXPECTATIONS - MENTOR
 How the mentee is adding value to
the organisation
 Does the mentee have pride and joy
in what he is doing?
 Troubleshoot
 Open doors
 Onus on mentor to schedule meetings

9. EXPECTATIONS - MENTEE
 Clearly state your expectations
 Do your homework
 Mentor suggests tasks – follow them
 Define clearly how the mentor’s
guidance helped you
 Give something back to the mentor
 Demonstrate respect, need for advise

10. FORMAL PROGRAM
 Level
 HR plays role
 Expectation mapping
 Introduce mentor and mentee
 Role of Line Manager
 Onus on Mentor
 How many?
 How often

11. KINDS OF MENTORS
 Company peer
 Company senior / Industry senior
 Remote
 Invisible

12. WHY SHOULD I MENTOR
 Organization – performance
ranking
 Feel good
 Stay in touch
 Networking opportunity
 Keep learning

13. HOW DO I FIND A MENTOR
 List your objectives
 Sources to identify mentors
 Meet the mentor
 Win him over
 How will you support him

14. ROLLOUT HERE
 Don’t offer to be a mentor if you
cant commit time
 Do set boundaries
 BUT not avoid all personal issues
 Observe your mentees