MENTORING

All personnel in the Sea Cadets are expected to mentor their junior colleagues – the Summer Trainings are no different! A good leader helps their team members perform to their full potential – think about how you can coach, or mentor, your peers. WHAT ME A MENTOR???

A team member has a development need That team member is motivated to improve The performance issue is NOT related to lack of skills or abilities (i.e, the person has to be coachable). Coach when….

1.INQUIRE Ask questions about your team members’ abilities or their objectives. Ask open-ended (not yes/no) questions. How can I coach someone?

Examples: “How is your training going?” “When will you be advancing in rank?” “What part of the training do you find challenging?” Use the answers to get information, understand how the person feels about the situation, and show to them that you are interested. INQUIRE

2. CHECK IN Listen to what the person says – paraphrase as needed to show that you hear what they are saying. Coaching, continued

Examples: “It sounds like you are enjoying the training.” “I can see that you want to do more than just get through the training.” “It sounds like you’re a little frustrated with the degree of cooperation.” Use the answers to confirm your understanding of the situation, and to put your Cadet at ease. CHECK IN

3. FEEDBACK (this is what you say in response) Offer suggestions or share experiences. It can be in the form of a question – to get your Cadet to think about what they should do. Coaching, continued

Look for opportunities to mentor or coach those around you – good leadership is valued and appreciated. Mentoring…in summary

Examples: “I recall that the Cadets in Squad (X) deal with these kinds of situations. Have you asked their advice?” “Maybe they’re just busy. Have you tried observing them?” Use positive feedback to emphasize a job well done: “You really blew everyone away with your effort. Good job!” FEEDBACK

The first meeting, whether it’s face to face, on th phone, instant messenger, or , should be a time of getting to know each other, building rapport, sharing your histories, and setting up guide-lines Mentoring: Getting Started

Talk about expectations you have Talk about confidentiality Discuss how often and how long you will meet Decide how you will communicate, if you will be meeting in person, decide on a location (preferably a neutral location). Decide how long you expect your formal partnership to last. Mentoring: Getting Started

All supervisors mentor their subordinates to a degree, but usually in regard to their current job. Due to time constraints, it is increasingly difficult for supervisors to devote the time needed to mentor all their subordinates, and if they can’t spend equal time and dedication with each subordinate, perceptions of favoritism can occur and morale can deteriorate. It can also be difficult or awkward for people to talk with openly and honestly with their supervisor if the issue is difficulty on the task. The most important thing to remember is that all good supervisors do mentor their subordinates..to a degree. We recommend that as leaders, supervisors encourage outside mentoring partnerships and allow Cadets the time to cultivate those relationships. Mentoring Partnerships SUPERVISORY MENTORING

The right help at the right time provided by someone when a mentee needs guidance and advice. It is usually short term, addressing an immediate situation, but can transition to a more long term connection. Mentoring Partnerships SITUATIONAL MENTORING

Formal Mentoring has three characteristics 1.It has a beginning and an end. 2.It has a method for no-fault termination 3.It has one or more checkpoints, such as meeting at midpoint during a time period, at which the partners can discuss goals and progress toward goal achievement. Mentoring Partnerships FORMAL MENTORING

Mentoring Partnerships INFORMAL MENTORING Usually occurs when one person (the mentee) seeks another for advice. It can also occur when a person (the mentor) reaches out to someone he or she knows can benefit from hi or her experience. These relationships tend to grow over time and are extremely effective and rewarding.

Look for opportunities to mentor or coach those around you – good leadership is valued and appreciated. Mentoring…in summary