Mentoring of

inefficacious
employees

 Target audience
Definitions of inefficacious and more clarity on it

PLZ include

Benefits and disadvantage of inefficacy

Conclusion
Few examples from the industry

 Self-Efficacy: Psychologist Albert Bandura has

definedself-efficacyas one's belief in one's ability to
succeed in specific situations or accomplish a task.
One's sense ofself-efficacy can play a major role in
how one approaches goals, tasks, and challenges.

Definitions

Inefficacy:
lackofpowerorcapacitytoproducethedesiredeffec
t.
Mentoring: mutually beneficial relationship which
involves a more experienced person helping a less
experienced person to achieve their goals

 Mentoring is a long standing form of training,

learning and development and an increasingly
popular tool for supporting personal
development.

Additional

Mentoring is used specifically and separately as a

form of long term tailored development for the
individual which brings benefits to the
organisation. The characteristics of mentoring
are:
It is essentially a supportive form of development.
It focuses on helping an individual manage their
career and improve skills.
Personal issues can be discussed more
productively unlike in coaching where the
emphasis is on performance at work.
Mentoring activities have both organisational and
individual goals.

Mentoring
- Coaching

Commitmen
t

Clarifying
Role of
Mentor and
Mentee:

Confidentiali
ty

Connection

Consistency

Concern

 Commitment: Any person who decides to become a mentor (or a

mentee) must be committed to the process. First and foremost, you
must have a clear understanding of what the commitment is.
Consistency: Once you have committed to the process you must
be consistent with that commitment. It is important that you
regularly attend the mentoring sessions and participate fully.

Additional

Concern: You should have a sincere concern for your mentee

and/or issues raised as part of your mentoring relationship. Mentors
are there as a guide, to be supportive and show compassion.
Connection: Finding that connection to another individual is
difficult! However, mentors and mentees alike have told us that the
phrase you get out of it, what you put into it could not be truer
when we think of mentoring. Think of ways to share your expertise
and build a respectful rapport. It can make a world of difference.
Confidentiality: Recognize that confidentiality between
mentor/mentee should be respected at all times. Whatever is
discussed should stay within that relationship as a courtesy to your
mentee.

B.E.S.T. Model

The
Mentoring
Life Cycle:

Five C
Model

Developing
&
Implementi
ng
Mentoring
Programs

Workplace Requirements: To augment the mentoring

process.
Mentoring training programs: key elements for
effective training of mentors
The mentoring process: key considerations that a
mentor needs to address in their mentoring processes

 Clearly articulating company commitment at all

levels and mainstreaming the mentoring process
throughout the company

Workplace
Requiremen
ts

Providing a level of flexibility within the workplace

to enable people to develop at their own pace
Allocating resources to support both the mentor
and mentee through such measures as additional
recruitment requirements and training support.
Providing support mechanisms for the mentor to
facilitate their mentoring support such as alternate
support to ensure mentors do not burn out

1. Program Structure has been identified as pivotal

to the success of a mentoring training program.
Weighting of emphasis on different topics within the
program

2. Program Delivery

Mentoring
Training
Programs

Integrate experiential learning such as case

studies/scenarios for mentors and mentees to address
real issues in their various contexts.
Field trips to communities are important to understand
local realities

3. Evaluation is important to make necessary

adjustments and assess the level of effectiveness of
the program
Formal evaluation after 6 months to assess any specific
foci that should have been included in the program

 Two way mentoring One way mentoring involves

blaming that prompts resistance.
Key elements involved in mentoring:

Successful
Mentoring

Training support, role modelling, attention and

concern , accountability and reliability of both parties,
listening skills

Evaluation: Informal evaluation, Formal evaluation

The mentoring relationship can go through 3 Stages:
Developing rapport and building trust
Setting and reaching goals
Bringing closure to the relationship

Conclusion