COOPERATIVE CONSERVATION LEADERSHIP TRAINING November 29, 2006

MENTORING EMERGING LEADERS by Gordon Wenk and Joseph Lomax

Deliberate learning is a cornerstone of success Building capacity through instructing, coaching, sharing experiences and advising

Failures and successes are powerful teachers How I did it wrong is as important as how I did it right

Leaders need to share their experiences Unforgettable insights aid in establishing a rapport

Development of the mentoring relationship matures over time Continuous learning is the synthesis of on-going events, experiences and thoughtful analysis

Mentoring is a joint venture Successful mentoring means sharing responsibility for learning

Evolution of the mentoring relationship Effective coaching, counseling, facilitating and networking takes shape over time

Evolution of the mentoring relationship Orientation – building the base Productive mentoring period Redefining the relationship Dissolving the relationship

On-going communications Regular and progressive communications is important to maintaining an effective relationship

Benefits for the mentee A non-threatening learning opportunity Improved self-confidence Develop expertise and knowledge Support and reassurance Networking opportunities Coaching

Benefits for the mentor Increased motivation Challenge New insights and perspectives Increased self-esteem & pleasure Positively influence next generation Increase peer recognition Self development & communication

Characteristics of a Good Mentor A desire to help Have had positive experiences Good reputation for developing others Time and energy Up-to-date knowledge Learning attitude Demonstrated mentoring skills

Characteristics of the mentee Committed to expanding capabilities Open to new ways of learning/ideas Able to accept feedback Willing to apply learning Focused on achieving results Able to communicate with others Personal responsibility & commitment Knows when to ask for help

Strategic and Tactical Balance Establishing the what and why in leadership is critical; how to accomplish the goal is the job of the followers

Alternative mentoring approaches Interview your mentor about the topic Discuss how to develop your ideas Request help to develop a solution Self-analysis of your approach Literature review and findings Shadow someone

Develop your vision

Consider what you call the mentoring program

Identify specific purposes of the initiative

Analyze organization support

Choose appropriate champion(s)

Consider positioning

Decide levels of formality

Choose delivery modes

Identify roadblocks

The mentoring process Mentoring is a dynamic fulfilling relationship A mentor is a learning leader who facilitates a learning process Growth is the acquisition of attitudes, capabilities, skills and behaviors

The mentoring process Enhancement occurs through open dialog and free form thinking Synthesize thoughts about the next steps Cultivate career self-reliance to achieve high performance

Potential pitfalls Mismatch between mentor and mentee Unrealistic expectations Breaches in confidentiality

Ethical guidelines Expectations of mentees Confidentiality Relationship boundaries Mentor competence Ending the relationship

Mentoring Toolkit

“Be Strategic About Mentoring” by Dr. Linda Phillips-Jones

Reap the benefits of success!