Mentoring

Our Mentoring training program involves three phases over 1.5 days.

a) Mentor training
b) Mentoree training
c) Mentoring partnership training

A comprehensive Mentoring Resource Booklet is provided. The 'To be Mentored' booklet contains the following useful information:

Program Outline

 
Mentoring Protocol
   
I
Key Concepts
  Benefits of mentoring
  Mentoring vs Managing: Towards 2020
  The role of the mentor
  The role of the mentoree
  Essential Mentor Characteristics
  Essential Mentoree Characteristics
  Evolution of the mentoring relationship
II
Case Studies


III
Preparation
  Snapshot: Where am I at?
 

A. Identifying job content skills

 

B. Evaluating transferable skills

 

C. Evaluating self-management skills

  Vision: Where do I want to be?
 

Mapping my Vision

 

Development Priorities

  Selecting a suitable mentor
 

Key characteristics of a potential mentor

 

Sources of potential mentors: Network analysis

  The Mentoring Partnership Workplan
  Tips for Managing Mentors
   
  IV Further Resources
   
   
Mentoring Protocol
1.
We are voluntarily entering into a mutually beneficial relationship
2.
We agree to a no-fault conclusion of this relationship if necessary
3.
We see the our mentoring relationship as a developmental opportunity
4.
We share information in confidence
5.
The mentor is not legally bound or responsible for the actions of the mentoree
6.
We respect professional and commercial ethics and will not use the relationship for 'free' or 'specific' advice
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Benefits of Mentoring

Mentoring Partnerships are voluntary. Why do mentors and mentorees choose to participate in a mentoring program?

"Effective mentoring relationships are reciprocal:
Both parties gain access to information, ideas and
ways of doing things."

Mentors
Mentorees

increased visibility and public approval

advice and support

increased peer recognition as a ëdeveloper of peopleí

learning about paths to advancement and blind alleys

access to different channels of communication/ networks

understanding of organisational politics

access to feedback and alternative perspectives from the ëgrass rootsí

increased awareness of potential stumbling blocks

replication of ideas and personal projects

skill development

vicarious achievement through mentoreeís success

short cut to accumulating expertise

emotional support and friendship

confidence boost

open respect and admiration

a personal (holistic) interest

intellectual stimulation

multiple strategies, alternative approaches

investment in the future

movement beyond the status quo


Mentoring vs Managing : Towards 2020

Mentoring within (or beyond) an organisation is completely different from managing within an organisation. There are different purposes, processes and benefits for both parties as the following table indicates:
Mentors
Managers

Career supportive relationship

Job supportive relationship

Psychological/social contract

Work/performance contract

Longer term return on investment

Short term return on investment

Mutually beneficial exchange

One way skills transfer

Organisational/life/big picture perspective

Job/role perspective

Personal and†† professional growth

Performance indicators

Effectivenessìdo the right thingsî

Efficiency†† ìdo things rightî

We support all our mentoring programs with a mid term review workshop and a final evaluation workshop.
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