View
5.101
Download
0
Category
Preview:
Citation preview
The Role of Mentoring in Career Development
Presentation to CCS Alumni
June 2013
What Why
How
A quick “Hello” • On the pink index card write the biggest
professional challenge affecting your career • At your tables, say hello and share:
– the biggest professional challenge affecting your career
– what you would personally gain by addressing it
The biggest professional challenge or question affecting my career is….
What Why
How
What is Mentoring? “Mentoring is an alliance that creates a space for dialogue, that results in reflection, action and learning”
“Mentoring – developing insight to turn hindsight into foresight”
“Mentoring is a synergistic relationship – two or more people, engaged in a process that achieves more than each could alone”
“Mentoring is a partnership between a less experienced mentee and the more experienced
mentor, who uses their professional and life experience to help the mentee develop and advance their career.”
Sharing Experience
The Mentoring Philosophy
The Mentoring Mindset Traditional Paradigm • The mentor picks a protégé • A mentor is someone more
senior • You should have a lot in
common with your mentor • Mentoring is for young
people • Mentors tell you what to do • Mentors give advice • You are a mentor or mentee
Contemporary Thinking • The mentee seeks mentors • A mentor is someone you can
learn from regardless of age or position
• Difference provides potential for greater discovery, challenge & growth
• Mentoring is for anyone at any stage of life or career
• A mentor is a sounding board • Mentors assist your decision-
making & problem-solving • You are both mentor and
mentee
Mentoring and Coaching both…..
• Provide one-to-one interaction to achieve personalised learning and growth
• Cater to individual needs, personal styles and time constraints
• Can be conducted face to face or from remote locations
• Complement formal training and educational experiences
• Process real-life issues, problems and decisions • Facilitate access to information and choices about
new behaviours and actions • Support the achievement of positive outcomes
Coaching & Mentoring Behaviours
Helping someone solve their own problem PULL
PUSH Solving someone’s problem for them
PUSH
PULL
Telling Instructing
Giving advice
Offering guidance
Giving feedback
Suggesting options
Paraphrasing and summarising
Asking questions
Listening to understand
What’s the difference between Coaching and Mentoring?
• Coaching is used when there is a well-defined goal that is based on improving skills and performance.
• Mentoring is appropriate for career planning, providing general guidance, setting and achieving goals, making decisions or facilitating problem solving.
Who do you mentor?
Who mentors you?
What Why
How
What are the Benefits of Mentoring?
Enhanced training &
career development
Widened
professional
networks Positive attitude
& outlook
Avoided obstacles
& pitfalls
Improved
performance &
results
77% Companies
62% Employees
Opportunity to
practice & develop
management skills
Deeper & broader
knowledge of the
organisation
Satisfaction from
helping others
Increased
self-confidence
Wider
networks
Job enrichment
Recognition
of knowledge,
skills &
achievements
Higher visibility
Within profession
What Why
How
Informal Mentoring
Appreciate Seek Know how
Formal Mentoring
Engagement Training Matching Support & Evaluation
OSKAR
• Outcome
• Scaling
• Know-How
• Affirm & Action
• Review
A Toolkit for Mentoring Conversations
The Skill of Sharing Know-How
Mentee
Others
Mentor
Mentoring in Practice
• In pairs (or threes) – Mentor – Mentee – Observer (if three)
• 20 minute Mentoring Conversation – Mentee decide a specific focus for the
conversation – Mentor facilitate conversation (OSKAR)
Questions?
Get in touch
Website: www.antoinetteoglethorpe.com Email: antoinette@antoinetteoglethorpe.com Telephone: 0191 286 4311 or 07957 604783 LinkedIn: www.linkedin.com/in/antoinetteoglethorpe Twitter: www.twitter.com/antoinetteog
Recommended