In last 13 years, Mentoring has become critical for business success. This presentation was used to launch a formal organization wide mentoring program in 2002 by Rajiv B Deo.

1. On Mentoring (Loud thinking)
14th Feb 2002
Rajiv B Deo

2. 2
• What is mentoring?
• How mentoring is different?
• Why mentoring?
• Benefits of mentoring
• Can I be a mentor?
• Developing Mentoring
Relationships
• Matching Mentoring Relationships
• Risks, Fears and Challenges
• Discussion...
Agenda

3. 3
What is mentoring?
• Concept - 4000 years old
• Krishna - Arjuna “Sakha”
• Mentor - Greek Mythology (3500 years
old)
• Half God + Half Man
• Half Male + Half Female
• Believable and yet unreachable
• Union of goal and path
• Wisdom personified
• Mentor role in Today’s Context -
• Loyal friend, confidant, advisor
• Teacher, Guide, Coach, and role model
• Has expert status to nurture a person of talent and ability
• Willing to give away / share in a non-competitive way
• Represents skill, knowledge, virtue and accomplishment

4. 4
How mentoring is
different?
Area Learning Training Education Mentoring
Orientation Self Application Theoretical
and
conceptual
Complete
Lifecycle
Development
Emphasis Need based Acquiring
Skills and
Techniques
Basic
Minimum
requirements
for the Job
Outlook,
Attitude
change, Goal
setting and
tracking
Methodology Non -
structured
Mixed – on
the job and off
the job
Structured
Class room
Structured
global, un-
bound
Scope Short term
requirements
Specific
objectives
General
concepts
Life time
achievement
Costing Time spent Trainee is paid Student pays Free

5. 5
Joys of Mentoring
• Appreciation
• Motivation
• Acceptance
• Achieving greater heights

6. 6
Why mentoring?
• Identifying the gaps
• Knowledge
• Attitude
• Cultural
• Values
• Knowledge gap can be closed by administering
training and by monitoring training
effectiveness.
• Mentoring is the only solution available for
plugging all the gaps other than knowledge
gap.
• Competency = skill level x duration x attitude

7. 7
Benefits of Mentoring
• Orient new hires quicker
• Develop future leaders
• Foster creativity and innovation
• Foster organizational change
• Develop competencies faster
• Guide career development
• Capture, disseminate and develop
Intellectual capital
• Develop Emotional Intelligence

8. 8
Can I be a mentor?
• Here is a set of 20 questions designed
specifically to find out level of
mentoring quality in you.
• Put down response to the questions as
per your truthful evaluation of yourself
• Your Response Marks
• Strongly agree 5
• Agree 4
• Neutral 3
• Disagree 2
• Strongly disagree 1

9. 9
Mentoring Checklist - I
• I see myself as being people oriented; I like and
enjoy working with other professionals.
• I am a good listener and I respect my colleagues.
• I am sensitive to the needs and feelings of others
• I recognize when others need support or
independence
• I want to contribute to the professional
development of others and to share what I have
learned
• I am willing to find reward in service to someone
who needs my assistance
• I am able to support and help without smothering,
parenting, or taking charge.

10. 10
Mentoring Checklist - II
• I see myself generally as flexible and willing to
adjust my personal schedule to meet the needs of
someone else.
• I am usually patient and tolerant when teaching
someone.
• I am confident and secure in my knowledge of the
field and make an effort to remain up-to-date.
• I enjoy the subject(s) I teach.
• I set high standards for myself and my co-workers.
• I use a variety of teaching methods and my
students achieve well.

11. 11
Mentoring Checklist - III
• Others look to me for information about
my subject matter and methods of
teaching
• Overall, I see myself as a competent
professional
• I am able to offer assistance in areas
that give others problems
• I am able to explain things at various
levels of complexity and detail
• Others are interested in my professional
ideas

12. 12
Developing Mentoring
Relationships - I
• Stage I - Selection
• Mentor and Mentee select each other by
discussing
• Common Interests
• Shared Values
• Professional Goals
• Stage II - Expectation Management
• Mentor and Mentee arrive at initial
expectations from each other and finalize
feasible working practices between them to
meet the expectations.

13. 13
Developing Mentoring
Relationships - II
• Stage III - Fulfillment
• Targets achieved. Phase may last for
months or even years. New challenges are
presented and achieved.
• Stage IV - Re-defining and Optimizing
• Mentor and Mentee redefine their
relationships, goals and expectations to
move ahead in life

14. 14
Matching Mentoring
relationships
• Mentors and Mentee can both have
mentoring responsibilities with respect
to each other.
• Selection Criteria would be
• Similar interests, Styles, Preferences,
Education, Alma Matter, Past Professional
experience
• Need to remember - Opposites too
attract each other.

15. 15
Risks, Fears & Challenges
• Rejection - I am ready to help but my help is
not wanted!
• Infusing enthusiasm
• Offending by offering to help
• Developing trust
• Frustration - meet the dead wall!
• Competition or rivalry
• Mismatch - Early detection and correction
• Threat to own profession image - Failure to
meet expectations