Core purpose of mentoring- identifying the mentee’s ambitions, goals and objectives.

Chapter 3 The Mentoring Process

The mentoring process begins with –

1) The Contact

This is the first interaction between the mentor and the mentee. This interaction may be formal or casual.

The trigger is a need that may arise and call for greater interaction or continued contact.

The contact may be arranged by the scheme coordinator to enable the mentor to get to know the mentee.

2) EXPLORATION

This is the continuous process of seeking mutuality and compatibility in a relationship.

Exploration start with finding out introduction-name, family, school/college, interests etcAnd this discussion and information finding about behavior, feelings attitudes, values etc.

The ability to share and help share is one of the key of successful relationships.

3) THE PROTOCOL

Protocol is a code of conduct with each other: a clarification of expectations and boundaries within which the relationship will function, the parameters of the relationship and the expectations from it.

The mentor may have one set of limits that she/he intends to put into place, while the mentee any have other ideas. It is good to tell each other from time to time what the expected behaviors and norms are and what is not acceptable.

The protocol also helps in construction and clarifying the context of the relationship and the responsibilities of both sides, making sure that the relationship stays within the proper bounds and does not veer away from the original purpose at any time.

The continuation of the mutual exploration of the process, along with the comfort of the protocol, contributes to strengthening the relationship.

Identifying goals and objective---the mentor may use any approach or technique to get the mentee to identity, clarify and then to refine her/his goals.(through questioning and searching)

Approach and plans

Mentor will use listening, counseling, coaching, career advising, and goals setting to help mentee make progress on their Career Development Plan Goals

4) WORKING OUT STRATEGIES

Helping the mentee arrive at strategies to act on achieving her/his ambitions and goals.

The mentor would be in the better position to identify and help in deciding what kind of assignments, projects, roles and postings the mentee should pitch for in order to grow in particular areas.

5) MID-COURSE REVIEWThe review may be set to a specified schedule and period or be left ad hoc, depending on the nature of each plan and step that is afoot. the review also throw up a need for renewal and reworking of the whole process and working down the loop once again.

6) TERMINATION AND MOVING ONA mentee and a mentor do not belong to each other. this is a stage that comes up when the mentee has grown sufficiently. In any case the decision should like all else in mentoring be mutual.

1. Mentees feel special needs, and are responsive and accountable to mentors. 2. Mentors are accountable to mentees and help provide directions to resources, guidance, coaching and modeling. 3. Mentoring is based on an agreement that includes the purpose, time-lines, periodic evaluations, and closure.

Chapter 4 The Mentor’s Mind

1) Getting in touch with values

Values are those things that really matter to each of us ... the ideas and beliefs we hold as special. Caring for others, for example, is a value; so is the freedom to express our opinions.

values reflect a person’s sense of right and wrong or what “ought” to be. “Equal rights for all”, "Excellence deserves admiration", and “People should be treated with respect and dignity” are representative of values. Values tend to influence attitudes and behavior.

Values are effectively the foundation of our lives and how we build and lead our lives depends on the values we hold dear.The mentor should ideally have clarity about the values she/he as in individual holds dear and also the structure or system of valued that the organization and the social system around espouse. Here the mentor’s clarity of thought and capability to restore values

2) ATTITUDE OF THE MENTOR

The mentor‘s attitude towards the process, the relationship and the mentee should be positive.The mentor is also to coach the mentee. Being a coach , the mentor has to take the mentee for what she/he is and work towards giving the best and getting the best out of the mentee.

3) WIIFM(What’s In It For Me)

It is the WIIFM that guides the actions of the mentor during he process.As a mentor-a) Try and figure out what drives youb) Be clear about your own personal and professional goals.c) Clear as you can about your needs.d) Are you take up additional responsibility

4) MATURITY AND WISDOM

The ability to detach oneself from events and look at them, analyzing the issues dispassionately is the hallmark for mentor.The wisdom and maturity also go a long way towards equipping the mentor to be able to handle ambiguities in life and situations.

5) THE INDIAN ETHOS AND MENTORING

a) Paternalism The extension of the joint family system in India where the karta is the head of the joint family

b) Patronage

The system of Patronage is internecine and is based on the principle of the individual aligning relationship in the system to achieve his/her own ends.

c) Familial identityFamilial expectations spread beyond blood and consanguineous relationship to encompass all individuals working in the organization.

As a mentor there is much that must be understood not only about oneself but also about the environment around.