Mentoring

1. Mentoring Objectives At the end of the session, participants will be able to: • Differentiate between the terms mentoring, mentee, sponsor & role model • Identify the motives for mentoring • Describe the benefits/challenges of mentoring • Appreciate mentors motivation and concerns • Structuring the mentoring roles • ELDP mentoring model

2. Session Outline • Definition of the terms – Mentoring - Mentee - Sponsor - Role model • Motives for mentoring • Benefits/challenges of mentoring • Structuring the mentoring roles • ELDP mentoring model

3. Sponsor An active booster or advocate for any number of people. E.g. sponsor can finance an event, activity or recommend for promotional opportunities or establish scholarship funds.

4. Role model Person who is held in high esteem by any number of people sometimes without even knowing that he/she is being viewed in this favorable light. Sometimes can perform the same function as sponsor.

5. What is Mentoring? A structure and series of processes designed to create effective mentoring relationships, guide the desired behaviour change of those involved and evaluate the results for mentees, the mentors and the organization

6. Functions of a Mentor • Act as a source of information on the mission and goals of the organization • Provide insight into the organization’s philosophy of human resource development • Tutor specific skills, effective behaviour and how to function in the organization • Give feedback on observed performance • Coach activities that will add to experience and skill development • Serve as confidant in times of personal crisis and problems • Assist the mentee in plotting a carrier path • Meet with the mentee at agreed time intervals for feedback and planning • Agree to a no fault conclusion between the mentee and the natural boss.

7. What are the motives for mentoring? • Need for leadership. Most leaders became highly proficient through learning from experience • Linking the theory-based formal education to the real world mgt and administrative needs • Disenchantment with traditional training Programs • Awareness of the needs of an increasing diverse work force • Need for succession Planning and Management Development

8. Enhanced self esteem Revitalized interest in the work Close relationship with the mentee Financial rewards Fulfillment of own development Professional assistance on own development Request suggests that you are respected, admire and noticed Mentee can be a breadth of fresh air Executive who wants to leave a legacy Benefits of mentoring to the mentor

9. Mentee Protégé, candidate, aspirant, advisee, counselee, trainee e.t.c Has the following characteristics: • Willingness to assume responsibility for own growth and development • Assessed potential to succeed in one or more levels above the present position in the organization • Ability to perform in one or more skill area • A record of seeking challenging assignments or new responsibilities • Receptivity to feedback and coaching

10. Benefits of Mentoring • Increased productivity • Cost effectiveness • Improved recruitment efforts • Increased organizational Communication and Understanding • Enhancement of services offered by the organization • Improvement in Strategic and Succession Planning

11. Challenges of Mentoring • Frustration • Commitment • Coordination with other programs • Complicated and Expensive Administration

12. Mentees • Targeted development activities • Increased likelihood of success • Less time spent in wrong position • Pygmalion Effect • Increase awareness of the organization

13. Challenges • Expectation that mentee will neglect core job • Having Unrealistic Expectation About Promotion • Being unable to Take Responsibility for Own Development • Being the object of jealousy and gossip • Having a mentor who does not keep appointments

14. Strong interpersonal skills Organizational knowledge Exemplary supervisory skills Technical competence Personal Power and charisma Status and prestige Willingness to be responsible for someone else’s growth Ability to share credit Patience and risk taking Look for: a person who both talks & listens With extensive network of resources Has managed people/groups successfully Person with skills mentee needs in at least 1 or more Find the person who makes he news & is respected Person whose opinions are sought Initiates coaching contact with others Person who talks and behaves teamwork Who says give it a try Selecting a Mentor

15. Desirable Characteristics of a Mentor • Willingness to assume and visibly demonstrate leadership • People oriented behaviour • Regarded as successful in the business • Willingness to assume responsibility and accountability as a mentor • Knowledge about the firm’s goals, policies, functions, communication channels, training programs • Willingness to help set development goals, coach and give feedback • Aware of resources available within and outside of the organization • Committed to the development of staff • Willingness to share personal experiences relevant the needs of the participants

16. Negotiating Agreements Two elements to be specified: • Specific role of the mentor • Goal of the mentee

17. Confidentiality parameters Duration of relationship No fault termination Frequency & type of meeting Guarantees of promotion Agreement forms Discuss how sensitive issues will be handled Set a realistic and flexible stopping date Discuss no fault conclusion Consider specific activities & ease of contact when establishing mtg times & types Clearly state the guarantees if any Prepare suggested agreement forms Other components of the Agreement