THE MENTORING PROCESSWhat does it take to be a Mentor?What does it take to be a Mentee?

Seven Steps The Contact Exploration The Protocol

Identifying goals and objectives Approach and plans

Working out strategies Putting strategies to work Monitoring and review Termination and moving on

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THE CONTACT This is the first interaction between the mentor and the mentee. The contact may be arranged by the scheme coordinator to enable the mentor to get to

know the mentee. THE 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 etc And 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. 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.

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“Mentees feel special needs, and are responsive and accountable to mentors“

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

WORKING OUT STRATEGIESHelping 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.

“Mentors are accountable to mentees and help provide directions to resources, guidance, coaching and modeling.”

MID-COURSE REVIEW The 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.

TERMINATION AND MOVING ON A 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.

“ Mentoring is based on an agreement that includes the purpose, time-lines, periodic evaluations, and closure.”

THE MENTOR’S MIND Getting in touch with Values Values reflect a person’s sense of right and wrong or what “ought” to be. 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.

ATTITUDE OF THE MENTOR The mentor is to coach the mentee. The mentor‘s attitude towards the process,

the relationship and the mentee should be positive.  WIIFM(What’s In It For Me) As a mentor-

Try and figure out what drives you Be clear about your own personal and professional goals. Clear as you can about your needs. Are you take up additional responsibility 6

MATURITY AND WISDOM The wisdom and maturity also go a long way towards equipping the mentor to be

able to handle ambiguities in life and situations The ability to detach oneself from events and look at them, analyzing the issues

dispassionately is the hallmark for mentor. THE INDIAN ETHOS AND MENTORING

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

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.

Familial identity: Familial expectations spread beyond blood and consanguineous relationship to encompass all individuals working in the organization.

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