Mentoring

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 Overview

1 What do we mean by ‘Mentoring’

2 Rationale

(a set of reasons or a logical basis for a course of action or belief )

3 Principles underpinning the process

4 Mentor Role vs Manager Role

5 The Mentoring Cycle

6 Mentoring Skills

7 How you can prepare for your Mentoring Meetings?

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 Mentoring Definition

 Guidance / help by one person to another in

making significant transitions in knowledge, work
or thinking’ (Clutterbuck 1990)
 ‘To help and support people to manage their own
learning in order to maximise their potential, develop
their skills, improve their performance and become
the person they want to be’ (Parsloe, 1992)

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 Rationale

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 Rationale

The rationale for Mentoring is to support the

professional growth of the individual who is in the early
stage of their career and to promote excellence in
teaching & learning, research and academic leadership

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 What is mentoring?
 Mentoring is a positive developmental partnership, which is driven primarily
by the......

 Mentee.

 It offers a reflective space where the mentee can take responsibility for
and discuss their development

 Its primary aim is to build .....

 Capability and self-reliance in the Mentee

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 Mentors can help highlight issues and to assist the Mentee in planning
 What is mentoring?

 They can help clarify the Mentee's perspective while bringing an

additional impartial view to bear on the issues

 Sometimes, when the issues are straightforward and urgent, a Mentor

might offer advice or give some direction

 What are the key to successful partnership ...

 Confidentiality, trust, understanding and positive expectation are key

to a successful partnership

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 Mentoring Is Not…

 For dealing with underperforming individuals

 Taking on the problems or work of the Mentee – a Mentor should not find
themselves doing things outside the mentoring sessions for a mentee

 Promoting/sponsoring/protecting the mentee

 Intended to deal with personal issues

 Therapy

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 Allowing people to moan (except maybe sometimes...)
 What can Mentoring do?

Mentoring can help Mentees to:

 Address the issues and concerns of their daily working life and find
solutions that work for them

 Improve their level of performance and satisfaction levels

 Build relationships with colleagues and feel part of the community

 Manage the integration of job, career and personal goals

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Mentoring Principles

 the Mentoring agenda is driven by the ..

 MENTEE

 Engagement is on a voluntary basis for both the Mentor

and the Mentee

 The Mentoring relationship is confidential

14 Mentoring is non-directive in its approach

 Mentoring Principles

 It is a relationship built upon trust and mutual respect

 The Mentor empowers the Mentee to take responsibility for their

own learning and career development

 The relationship places no obligation on either party beyond its

developmental intent

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 Mentoring

 It is not the role of the Mentor to interfere with Mentee’s day to day
activities or objectives

 The Mentee may however, wish to discuss how they can improve
daily activities with the Mentor

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 Mentoring Benefits

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 Mentoring Cycle

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Mentoring Cycle

1. Building
6. Closure
Rapport

5. Maturation 2. Contracting

4. Progress 3. Direction
Making Setting

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 The Mentoring Cycle

1. Rapport-building: Developing mutual trust and comfort

2. Contracting/Ground Rules: Exploring each other’s expectations of mentoring

3. Direction-setting: Agreeing initial goals for the relationship

4. Progress making: Experimentation and learning proceed rapidly

5. Maturation: Relationship becomes mutual in

terms of learning and mentee becomes
increasingly self-reliant.
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6. Closure: Formal relationship ends, an informal one may
 Skills Required By Mentors

 Ability to build rapport with the mentee

 Communication skills

 Feedback skills

 Questioning skills

 Listening skills

 Interpersonal skills

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Questioning Styles For Mentors

•Assertive
•Unfreezing
Challenging Probing •Opening horizons
assumptions,
•Creating insight
values and beliefs

•Building •Drawing
values and Testing together
beliefs Confirming
•Setting
boundaries
•Creating
confidence

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 How Mentors Help Others Learn

 ‘The Guide’ Hands on guidance, explaining

how and why; creating
opportunities to learn

 ‘The Challenger’ ‘Making Waves’; challenging,

stimulating, questioning,
probing

 ‘The Role Model’ Unseen, largely unfelt. The

Mentee unconsciously adopts
aspects of the mentor’s thinking
behaviours and/or style

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 Summary – Key Points

 ‘Contracting’ at the beginning of the partnership e.g.

 Discuss and clarify each other’s expectations

 Be clear about roles

 Agree logistics such as meeting arrangements (location, frequency etc.)

 Maintain a structure i.e. clear goals, actions between meetings

 Review relationship regularly – is it still of value?

 Continue only as long as there are goals to achieve

 Mentor style is .....

 guiding and Facilitative

 Keep
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it confidential
Summary – Key Points

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For .......................

I Mentee

II Mentor &

III Organisation
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For the Mentor

1 Allows the mentor to "give back" -- to both the organization and the mentees

2. Reminds the mentor how to listen actively rather than passively

3. Encourages the mentor to share knowledge, which helps increase the

mentor's sense of self-worth

4. Strengthens the mentor's interpersonal relationship skills

5. Teaches the mentor about other areas/departments within the organization

6. Helps re-energize the mentor's career

7. Leads to more personal satisfaction on the mentor's behalf

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For the Mentee

1. Increases the mentee’s self-confidence

2. Helps the mentee learn to take better control of his or her career

3. Teaches the mentee how to speak up and be heard

4 Educates the mentee on how to accept feedback in important areas, such as

communications, technical abilities, change management, and leadership skills

5 Improves the mentee's interpersonal relationship skills

6 Provides an important networking contact for the mentee

7. Helps the mentee better understand the organization's culture and unspoken
rules, both of which can be critical for success
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For the Organization

1. Conveys to people within the organization that management is willing to invest

in its members/employees

2. Shows the outside world that the organization values its members/employees

3. Fosters more loyal employees/members -- this can lead to reduction in turnover

rates (which saves money on recruitment and training costs)

4. Creates a more positive work environment

5. Fosters leadership skills in mentors

6. Encourages the mentees growth from junior-level members/employee to future

leader

7 Promotes30a sense of cooperation and harmony within the organization

Summary – Key Points

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 Difference between Coaching & Mentoring

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 Learning
Coaching Mentoring Counselling
Method:

The Focus: The present The future The past

Developing and Overcoming

Aim: Improving skills committing to psychological
learning goals barriers

Building self-
Objective: Raising competence Opening horizons
understanding

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