Organizational mentoring

Performed by: Click to edit Master subtitle style M4A-0836745-Anas Al-Akkad M4A-0835161-Yasser Abdin M4A-0839949-Medhi Benchortane

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Table of contents

Definition The

mentormentee relationship
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Definition

Mentoring is a process of informally or formally transmitting special knowledge, social capital and the psychosocial support perceived by the recipient as relevant to work, career or professional development;

Process of mentoring includes informal communication and is carried out face-to-face between a person (e.g. a manager) who is perceived to have greater relevant knowledge, competencies or experience (the mentor) and a person (mentee or the protg) who is perceived to have less expertise Mentorship involves a personal development relationship which is to be conducted by a more experienced person 5/21/12

The mentor mentee relationship Creating

scalable information sharing Organizations keep focusing on concepts models to categorize organizationalto develop an efficient infrastructure knowledge and process

and ensure that knowlegdge is acquired Infrastructure and mentoring support must be user-friendly and scalable for an organizations growth plans

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Informal mentoring is defined as a relationship that is created spontaneously or informally without any assistance from the organization.

Informal and formal mentoring roles

Formal mentoring is when the relationship is facilitated and supported by the organization so that more participants can benefit.
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Informal and formal mentoring roles (contd)

Advantages of informal mentoring: A relationship of trust and respect is present from the beginning; High degree of compatibility and co-operation between the individuals; and The relationship is flexible and personalized

Disadvantages of informal mentoring: This type of relationship with members of designated groups is rare; Risk of ambiguity in relationship if it becomes too intense; and Risk of tension when changes occur in the relationship.
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Informal and formal mentoring roles (contd)

Advantages of formal mentoring: Access to more people; Support and recognition from the organisation; Easier clarification of roles and responsibilities; Possibility of establishing made-to-order mentoring to meet the needs of specific groups. Disadvantages of formal mentoring: Pairing may be difficult, particularly if the number of mentors is low; Less flexible relationship and process; and Risk of poor pairing.

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Difference between mentoring and coaching

Mentoring Coaching is not the same as mentoring. Mentoring is related to the development of the persons (mentee) entire career objectives as a whole Mentoring is usually executed in an unstructured and informal manner Mentors focus on the person (the mentee), that persons career, and support for individual growth and maturity.

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The mentoring process

The Mentoring Process is a Two-way Street with Mutual Responsibilities For mentoring to be effective, the mentor and mentee must cooperate in the process. The first meeting should be a face-to-face meeting where the following criteria is defined:

The goals for the mentee The scope of responsibilities each person is assuming Deadlines agreed to by both parties Logistics of the process: How, when and where meetings 5/21/12 and communications will take place

Effective mentoring
The following guidelines describe an effective mentoring relationship:
The

mentee has no direct-line reporting to the mentor mentor/mentee relationship is based upon mutual satisfaction intensity of the relationship is matched

The

The At

any time, either party can end the 5/21/12

Pitfalls of mentoring relationships

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Conflict in values Neglect of the mentee Mentors manipulating mentees Sabotage against mentors Submissive mentees

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How to prevent the pitfalls of mentoring relationships

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Provide support and training for mentors and mentees Recruit right-fit mentors Match the mentor with the mentee Give feedback Prepare for the ending stage of the relationship
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Group mentoring
Definition: Group mentoring requires a group to engage in a mentoring relationship to attain specific learning goals.

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Group mentoring (contd)

Benefits of group mentoring:

Group mentoring is efficient

Group mentoring promotes diversity

Group mentoring contributes to a vibrant culture

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Group mentoring (contd)

Three common ways of approaching group mentoring Facilitated group mentoring
Peer-group mentoring Team mentoring

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Successful strategies within group mentoring

Readiness for group mentoring:
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Align your group mentoring process so that it fits your organizations culture. Establish ownership for mentoring groups in the organization. Get the right infrastructure in place to support the group mentoring process. Set-up a reasonable budget and timelines. Articulate roles and responsibilities in group mentoring.
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Successful strategies within group mentoring (contd) for group mentoring: Opportunities
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Choose the model that will afford your organization the greatest success and build from there. Train your mentoring group leaders. Share new strategies, ideas, and best practices across mentoring groups. Provide opportunities to integrate new learning. Monitor the progress of the mentoring groups.
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Successful strategies within group mentoring (contd) mentoring: Support group

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Support the time taken to mentor. Check in and check out how things are going. Assign responsibility for mentoring and group mentoring management. Continuously evaluate your efforts and expect to make changes along the way. Build in safety nets to ensure success.
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Mentoring cultures and programs

Key steps within a formal mentoring system established in organizations:
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Determine the business case for mentoring Establish a mentoring strategy Carefully select proteges/mentees and mentors Provide mentor and protg/mentee skill training Link up proteges/mentees and mentors
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Opportunities emerging from mentoring programs

Improve retention of mentoring systems Build and integrate morale Accelerate leadership development Provide ongoing career development Form and build teams Facilitate as well as advance organizational learning

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References and sources

http://www.knoodle.com/blog/mentoring-who-holds-knowledge-within-you

http://blogs.reliableplant.com/1211/developing-leadership-skills-mentorin http://www.ache.org/newclub/CAREER/MentorArticles/Culture.cfm

http://www.eowa.gov.au/Developing_a_Workplace_Program/Six_Steps_to_a

http://humanresources.about.com/od/coachingmentoring/a/group_mentor

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Thank you for your attention!

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