Mentoring- a Growth Partnership

Goals

1. What is Mentoring?

2. Benefits of Mentoring

3. The Mentoring Process

So… What is Mentoring?

• A more experienced or more knowledgeable person (mentor) helps a less experienced or less knowledgeable person (mentee/ protégé/ apprentice).

• Mentee-initiated; voluntary; informal• A mentor helps navigate the corporate terrain• A mentor is one who helps shape the outlook or

attitude of the individual – not skill-related• A mentor is often selected for specific area/topic• A person can have several mentors at a time• A person can a mentor and a mentee

“The Importance of Mentoring” or What a Mentor Means

• A mentor teaches you faster than you can teach yourself. The stories, the wisdom, the guidance that they provide gives you the benefit of understanding the world before you’ve actually lived through it. And the emotional support and reassurance that somebody who has “been there, done that” can offer to a wet-behind-the-ears greenhorn is comforting as you navigate your way through new experiences.

• It is important to seek out mentors. It’s no accident that Luke Skywalker needs his Ben Obi-Wan Kenobi in the Star Wars saga, that Daniel-san learns from Mr. Miyagi in the classic Karate Kid. The young hero — that’s you, whatever your age — needs to learn from a master, to grow in wisdom and learning while being guided by somebody with greater experience, to have a sounding board and sympathetic ear in times of turmoil.

• You also need, very importantly, guidance for your industry and field. And a mentor is the best resource for that type of wisdom. He or she can give you insight into the players, the personalities, the opportunities, and the challenges of various opportunities open to you. What a mentor provides is wisdom and insight.

• You can also get something back by giving back. “The brighter the student, the more the teacher learns.” There’s no better way to learn, or re-learn, something than by teaching it. And by taking that bright young woman (or man) under your wing, you’ll not only be helping out the next generation, but you’ll be surprised at how much you’ve learned over the years!

Taken from: Marc Cenedella, CEO of TheLadders.com, ©2010

• A mentor is often not a professionally-trained advisor but is knowledgeable in an are/topic where the mentee needs additional growth.

• No specific minimum or maximum length

• Win-Win Relationship– The mentor learns and improves his/her

own skills while sharing experience with mentee

– The mentee learns from the mentor

How is Mentoring different from…

• Coaching- deals primarily with skill building; the coach stays with the client to help implement the new skills, changes, and goals. An ongoing, structured relationship that sets goals and clear action items.

• Counseling- Often initiated by a problem or symptom of distress; all responsibility placed on the client; can cover many topics

• Consulting- Many forms; contractual, specific skills and deliverables; often outside resources; used when internal skills needed are not available

Coach, Mentor: Is there a Difference?

Mentor Coach

Focus Individual Performance

Role Facilitator with no agenda

Specific agenda

Relationship Self selecting Comes with the job

Source of Influence Perceived value Position

Personal returns Affirmation/learning Teamwork/ performance

Arena Life Task related

Exercise 1:

Coaching, Consulting, Mentoring, or Counseling?

Coaching, Consulting, Mentoring, or

Counseling? Kim has had trouble sleeping lately and is

feeling stressed. One of her family members is very ill and Kim is often called upon to help out. She has a demanding job as well, but says she has very little energy or motivation about anything lately.

Coach Counselor/Therapist

Consultant Mentor

Sara has an opportunity to expand her responsibilities and manage a new department. This will mean managing people and playing more of a leadership role- something Sara has aspired to do. This particular department has a history of challenges, and Sara is concerned about the commitment of time and energy she may have to make.

Coach Counselor/TherapistConsultant Mentor

Pat has been asked to restructure the Training department and its offerings. New jobs have created new training needs and performance goals. Pat is thinking that revisions need to be made to their competency model and curriculum. She is concerned that she and her staff incorporate best-in-class resources in accomplishing this task.

Coach Counselor/TherapistConsultant Mentor

Characteristics to look for in a Mentor:

• Experience in an area of interest to you

• Possesses a strong professional network

• Genuine interest in helping you advance

• Ability and time to be supportive

• Trustworthy, non-judgmental, open-minded, ethical, self-confident

• Good listener

Characteristics to look for in a Mentee

• Has a desire to grow in an area that interests you.

• Possesses a learning attitude.• Has a genuine interest in being helped by

you.• Has the potential and time to be proactive.• Is trustworthy, non-judgmental, ethical,

and self-confident• Is a good listener

Benefits to the Mentor

• Sharing of best practices• An expanded personal network• Contribution to someone’s development• Application of personal leadership skills and

consultation• Increased self-awareness and self-discipline• Identification of opportunities for enhancing

personal contribution to the future of the organization

• Renewed enthusiasm for the role as expert

Benefits to the Mentee

• Improve a particular career area

• Learn about the organization

• Explore potential in undeveloped areas

• Expand leadership abilities

• Make valuable contacts

• Learn and grow professionally

• Develop an area of expertise

Mentors are…

Expected to Not expected to

• Have reasonable expectations of the mentee

• Drive the relationship

• Be a resource • Seek out a mentee

• Provide feedback • Do the work for the mentee

• Allocate time and energy • Manage the mentee as a supervisor would

• Help the mentee develop an appropriate learning plan

• Be an expert in every imaginable development area

• Follow through on commitments or renegotiate appropriately

• Develop a friendship with the mentee

The Mentoring Process

• Key Steps– Establish the relationship– Sustain the relationship– Close the relationship

• 3 levels of mentoring relationships– Information- Basic knowledge– Skills- Consultation on job techniques and

answers to specific skill sets– Advocacy- Guiding influence

Establish the Relationship

• Personal invitation from mentee to mentor• Formal mentoring agreement to establish

specifics (level of mentoring, mentee goals from this relationship)

• Confidentiality standards• Relation boundaries• Ways of monitoring progress• Accountability of the mentee for development• Meeting schedule/frequency• Prepare for first meeting – both mentor and

mentee

Sustain the Relationship

• Learning styles

• Help set SMART goals in the growth area• Specific• Measureable• Attainable• Realistic• Track-able/ Time-bound

• Development activities to enhance mentee learning, aligned with specific goals

Close the Relationship

• Mutual decision involving both mentor and mentee

• When the mentoring agreement goals have been achieved

• Personal respect- always

• The Young Careerist Program is a registered trademark and is used under license.

• For more information, visit: http://www.bpwfoundation.org/