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Mentoring

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What is Mentoring?

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Differences Between Coaching &Mentoring

Coaching Mentoring

Goals To correct To support andguide

Initiative The coach The mentee

Focus Immediatesituation

Long-term

Roles Heavy ontelling

Heavy on listening

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Comparing to Mentoring Models

Sponsorship

1. The mentor is moreinfluential and

hierarchically senior2. The mentor gives,

the protgreceives, the

organization benefits

Developmental

1. The mentor is moreexperienced in

issues relevant tomentees learningneeds

2. A process of mutual

growth

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Comparing to Mentoring Models

Sponsorship

3. The mentor activelychampions and

promotes the causeof the protg

4. The mentor gives theprotg the benefit

of their wisdom

Developmental

3. The mentor helps thementee to things for

themselves4. The mentor helps the

mentee developtheir own wisdom

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Comparing to Mentoring Models

Sponsorship

5. The mentor steers theprotg through the

acquisition ofexperience andresources

6. The primary

objective is careersuccess

Developmental

5. The mentor helps thementee towards

personal insightsfrom which they cansteer their owndevelopment

6. The primaryobjective is personaldevelopment

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Comparing to Mentoring Models

Sponsorship

7. Good advice iscentral to the

success of therelationship

8. Social exchangeemphasizes loyalty

Developmental

7. Good questions arecentral to the

success of therelationship

8. The social exchangeemphasis learning

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Maintaining Relationship Quality

Goal clarity The ability to create and manage rapport Understanding of the role and its

boundaries Voluntarism Basic competencies on the part of the

mentor and mentee

Proactive behaviors by mentee anddevelopmental behaviors by the mentor Measurement and review

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Evolution of The Relationship

1 3 4 52

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The Learning Conversation

Reaffirmation

Identifying the issue

Building mutual understanding Exploring alternative solutions

Final check

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Benefits of Mentoring

For the mentee Improved knowledge and skills

Greater confidence and well-being

For the mentor Greater satisfaction

New knowledge and skills

Leadership development

For Scouting Improved morale, motivation, and

relationships

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Endnotes/Resources

Luecke, R. (2004). Coaching and mentoring: How to developtop talent and achieve stronger performance. Boston:Harvard Business School Publishing Corporation.

Megginson, D., Clutterbuck, D., Garvey, B., Stokes, P., &Garrett-Harris, R. (2006).Mentoring in action: A practical

guide (2nd ed.). Philadelphia: Kogan Page.Mentor. (2006, October 30). In Wikipedia, The Free

Encyclopedia. Retrieved November 7, 2006, fromhttp://en.wikipedia.org/wiki/Mentor

Predaptive. (2006). Coaching and mentoring are critical intoday's flat meritocratic organisations. Retrieved July 19,

2006 fromhttp://www.predaptive.com/resources_article2.htmVirginia Office of Volunteerism. (1995). Volunteer mentor

programs: an introductory guide. Richmond, VA: Author