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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Course Objectives• Define and discuss what it means to be a mentor• Review the 5 components of mentoring• Understand requirements and traits of good mentors• Learn tips for improving interpersonal skills• Discuss 3 different types of mentoring• Review guidelines for and contributions from mentors• Define the 3 different mentoring relationships• Discuss elements important for protégés • Review logistics, concerns, and 7 points to remember• Learn a formal mentoring process
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
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“In times of massive change, learners inherit the world, while the learned remain beautifully equipped to deal with a world
that no longer exists.”
– Eric Hoffer
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Mentoring Defined
A developmental, caring, sharing, and helping relationship where one
person invests time, know-how, and effort in enhancing another
person’s growth, knowledge, and skills, and responds to critical
needs in the life of that person in ways that prepare the individual for
greater productivity or achievement in the future.
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
5 Components of Mentoring
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Purposeful Learning •Promote continual learning by study and practice.•Mentor acts as a teacher, leader, example, and advisor.
Failures and Successes •Mentors share examples of personal failure and success that helped them achieve. •Stories of "how I did it correctly", and "what I did wrong" are invaluable in a protégé's development.
Leaders tell their Stories• Mentors must share personal examples, anecdotes and
scenarios that offer valuable insight to processes, procedures, and strategies that make sense and help protégés become successful.
• Mentors who share build trust and become leaders that matter.
Development takes time and is Continual
•Correct mentoring creates continual learning and personal development.•Observations, analyses, and experiences create an ongoing learning experience that matures over time.
Mentoring is Cooperative •Responsibility for protégé development crosses boundaries; responsibility for learning is shared.
•The mentoring process involves the mentor, protégé, and all other pertinent personnel.
THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Requirements to be a Mentor
• Commitment • Confidence• Interest in others’ growth• Desire to share• Improve something bigger
than self
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Characteristics of Good Mentors• Strong interpersonal skills• Organizational knowledge• Exemplary supervisory skills• Technical competence• Personal power and charisma• Status and prestige• Willingness to be responsible • Ability to share credit• Patience and risk taking
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
The Best Mentors
• Have successfully managed groups• Possess skills others need• Make news and are respected• Initiate coaching contacts• Say, “Give it a try!”
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Tips for Improving Interpersonal Skills
• Don’t criticize others or yourself
• Say “Thank you” when complimented
• Be sensitive to others—don’t gossip
• Treat others with respect• Praise and complement
others when deserved
• Smile—even when you don’t want to
• Be cheerful• Solve problems; don’t
create them• Listen 80%; talk 20%• Practice patience• Don’t interrupt• Be assertive
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Mentoring Goals• Advance the interests of special groups • Conserve and transfer special know-how• Encourage protégé contribution• Bring employees together in a new
social environment• Help individuals reach their full potential• Develop a more civil society
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Types of Mentoring
Situational
Informal
Formal
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Situational Mentoring• Short, isolated episodes• Spontaneous• Seemingly random• Casual• Creative• Responsive• Mentor initiated• “one-time” events• Protégé’s responsibility• Results unclear
Types of Mentoring
Situational
Informal
Formal
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Types of Mentoring
Informal
Informal Mentoring• Protégé’s immediate needs• Voluntary• Personal • Flexible• Periodic assessments• Team mentoring
Situational
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Types of Mentoring
Informal
Formal
Formal Mentoring• Expected outcomes• Creates opportunities• Time limits• Relationship is critical• Orientation process• Consistent encouragement
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Guidelines for a Successful MentorBehaviors to Avoid• Telling• Criticizing• Rescuing• Sponsoring• Building barriers• Ignoring• Discounting
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Guidelines for a Successful Mentor
Behaviors to Practice• Listening• Giving feedback• Providing information• Shifting context• Confronting• Encouraging• Exploring• Asking
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Contributions from MentorsContributions• Technical competence• Knowledge• Good health• Understanding of others• Social skills• Insights into cultural
differences• Trends and historical origins• Personal data bank• Development of values
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Personal Assessment
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Personal Assessment
What am I good at?
What are my strengths?
What special experience(s) have I had?
When have others asked for my help?
What things do I see that others need to know about?
What would I enjoy helping someone with the most?
THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Mentoring Relationships
The Leadership
Coach
The Career Counselor
The Role Model
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
The Leadership
Coach
The Career Counselor
The Role Model
Mentoring Relationships
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
The Career Counselor
Mentoring Relationships
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
The Leadership
Coach
Mentoring Relationships
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Mentoring Relationships: Activity
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Leader 1 Leader 2
Born 1899 1882
Military Experience 1914 1913
Suffered Problem with Leg(s) 1916 1921
Suffered Political Defeat 1923 1920
Became Leader of his County 1933 1932
Engaged in Military Conflict 1939 1941
Died 1945 1945
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Benefits to a Protégé
• Opportunity to learn• Test new ideas• Gain insight• Help improve organization• Define career objectives• Valuable exposure• Access to coaching or
counseling• Access to leadership
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Protégé Success Factors
• Initiate frequent contact• Keep commitments• Express feelings• Contribute ideas• Discuss failures and successes• Build the relationship• Value respect, trust, and
openness
• Know that mutual gain is the goal• Appreciate the mentor• Value mentor’s interest• Be self-empowering• Be open to feedback• Set expectations• Communicate problems• Achieve mentor’s objectives
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Getting Started: Agreements
• Punishment free• Unmet expectations• Mutual goals• Protégé takes risks• Mentor helps and
supports• Expect personal change
and growth
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Logistics and Concerns• How often will we meet?• How long will our meetings last?• Where will we meet?• On which weeks of the month will we meet, and on
which days?• Who will be responsible for setting up our meetings?• What time will we meet: during lunch, before/after work,
during work?• How do we go about canceling a scheduled meeting?• What is the best way to contact each other?• What ideas do we have to get activities organized?• How do we alter this agreement if it becomes necessary?
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Protégé to Mentor
• I want to achieve…• I want to know…• I want specific skills…• You should know…• What would be helpful…• Organization future changes…• Rewarded behaviors…• Discouraged behaviors…• What I need to be better…
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
7 Points to Remember
1. Participants may need to unlearn information2. The information–age model is part of today’s
success paradigm3. Participants should draw upon their own experiences4. The mentoring partnership has changed5. Roles can be switched6. The mentoring partnership entails constraints7. Mentoring is voluntary
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Summary• Mentors play an important role for the
organization’s future• The best mentors meet certain requirements and
exhibit certain characteristics• Different situations require different types
of mentoring• There are 3 primary mentoring relationships • Protégés play a critical role in the relationship• 7 points to remember
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Optional Slides
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Formal Mentoring Process
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Determine Needs
Choose Mentor
Choose Protégé
Determine KSAs
Create Plan
Evaluate Progress
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THE ART & PRACTICE OF MENTORINGEntrusting the Future to Learners
Plan for Success
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Protégé Development Plan
Mentor:______________________ Protégé:______________________
Technical Knowledge
Organizational Knowledge
Values
Key Personnel
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