Mentoring is a process… Whereby mentor and mentee work together to discover and develop abilities. It is a relationship where one person through experience, expertise & wisdom counsels, teaches and guides another (the mentee) to develop their knowledge and skills

Key concepts of Mentoring The mentor is one who is more experienced in the area whilst the mentee is usually either lacking in knowledge or confidence The mentee is free to ask naive questions without being embarrassed The mentor can help the mentee understand and see the ‘BIG PICTURE’ An effective mentor-mentee relationship reduces the time during which he/she learns from mistakes

Aim of Mentoring ‘To provide the mentee with the knowledge and skills as opportunity and need arise and For the mentor to serve as an effective tutor, counsellor and a friend who enables the mentee to sharpen skills and hone their thinking’.

Line Manager Line managers can provide learning at work through: Direct Teaching Coaching Feedback Role Modelling

Learning with Mentoring Teaching Knowledge Mentoring Wisdom Coaching Skill

Mentor v/s Coach Coach Usually line manager Sets the direction and pace of learning Focuses on short-term specific tasks and skills Sets tasks and gives feedback on how the learner performs Gives the benefit of his/her experience Mentor Usually off-line Enables the mentee to set the direction and pace of learning Focuses on longer term capability Helps the mentee set own tasks and helps him/her gain insight for him/herself Offers the benefit of his/her experience

Methods of Mentoring Challenging Guiding Suggesting Stimulating Confiding Using personal examples

Mentor - Mentee Relationship Ground Rules Neither party should make excessive demands on the time of the other. The mentee uses the mentor’s authority/ influence with consent ONLY - not otherwise. The mentee is encouraged by the mentor to be proactive in his/her own development. Under no circumstances should the mentor take charge of the mentee’s life, career or development.

The Contract Elements Confidentiality of information about mentee The mentee’s use of the mentor’s authority and contacts Reasonable and unreasonable behaviour between the two parties The allocation of time to the relationship Issues that are off-limits to the mentoring relationship.

Phases in the Mentoring Relationship Rapport-building Direction-setting Progress-making Maturation Close-down