Chapter 4. Osorio, Jos.

The Mentoring role: Instruction by example.

Mentoring implies a very different set of roles that mentor must be aware of. Its
needed by those who are working or whose performance is below the average or
below what they expected. Mentor must be there to guide and instruct what
becomes a whole process that happens along many steps. Mentoring lets
employees soak up character, judgment and approach to cultivate their own ways,
to accomplish this a Mentor must walk alongside and lead by example to what is
pretended to learn.

This process is supposed to give the associate enough confidence to use their
potential to their best and fullest. Mutual trust and commitment is essential, so
mentor and associate will spend time together in order to being complementary for
each other. Mentor must keep in mind that this is hard work and requires enough
time so once commitment and trust are being developed hell need to maintain in
patience looking after expected results.

The process will lead the associate to develop attentiveness, aptitudes and
emotional maturity in order to succeed, but this is also required in both sides,
associate and mentor must be balanced.

Among the process of mentoring associate must keep calm as long as the
associate is in need of him/her. Keeping in calm equals to best emotions-reading
abilities and will give the mentor tools to encourage their people to succeed.

First its important to add satisfaction and accomplishment to the sessions, thus
both sides will be spending time together to create pleasant expectations. Give the
associate something to expect at the end of the day and they will be performing at
their best.

A mentor must follow these 10 tips about knowing their work, organization,
associate, learning to teach, to learn, being patient, being tactful, celebrating
successes, encouraging your associate to be a mentor, completing a full cycle
process.

During the process you as a mentor will face different personalities based on how
the people think and your roles will be taken in order to connect with this people.

Someone needs a mentor because he/she needs instructions or guidance. That is

why the impact reached though mentoring will depend in how able the mentor is
able to teach. First is essential to understand that people learn and think different,
once done this, mentor will be able to connect with whoever needs him/her. This
will result in instant understanding.
There are six classes of thinking: Authority driven, deductive, sensory, intuitive,
emotional and scientific.

Phases during the mentoring process are there to be taken seriously. A total of 3
phases are stablished, first Observe, followed by Participate and finally Conduct.

First with Observation the mentor is supposed to answer the questions, this will
enforce the level of communication among the team members.

Then is phase 2, participate. After the mentor has shown how the job is done, the
next step is supposed to have the team member to do the job with the mentor.
During this step, the mentor must focus in how the task can be shared, how the
associate is understanding the task and how is he learning it during the time of
executing the task.

Last phase, conduct, leads the associate to do the things hes learned by himself,
but first of letting go the mentor must inquire whether the associate is able to
demonstrate competency, what level of competency will be enough, how much
inaccuracy will be allowed and when will unsupervised work will be allowed.

Followed correctly this 3 steps and their directions will lead the team to reflect the
success and to set if the factor that determined success could be strengthened and
those who need to learn how this success skill works.

This is a whole cycle that begins while letting go, leading the associate to question
the things hes learning. Then hell be able to understand the main point just to
apply the knowledge later as he moves forward.

Some of the outcomes of effective mentoring are awareness of organizational

politics and culture, appreciation of networking, proactive approaches to their
tasks, eagerness to learn, movement toward expert status, and an attitude of
advocacy.

Finally, mentoring is supposed to be different o coaching and counseling, it implies

closer following and it must be done when people needs support to enforce their
inner skills, when they need someone to walk by their side, but most of all when
associates are in need of someone to trust and commit with.

Always keep in mind that mentoring is a process that cant be rushed and that
people are there for mentor support and guidance so be prepared to modify your
thoughts and open your mind to set up with the minds of others.