1. Mentoring- a Growth Partnership
YC Mentoring presentation notes
Mentoring- a Growth Partnership

2. Goals
What is Mentoring?
Benefits of Mentoring
The Mentoring Process

3. So… What is Mentoring?
A more experienced or more knowledgeable person (mentor) helps a less experienced or less knowledgeable person (mentee/ protégé/ apprentice).
Mentee-initiated; voluntary; informal
A mentor helps navigate the corporate terrain
A mentor is one who helps shape the outlook or attitude of the individual – not skill-related
A mentor is often selected for specific area/topic
A person can have several mentors at a time
A person can a mentor and a mentee

4. “The Importance of Mentoring” or What a Mentor Means
A mentor teaches you faster than you can teach yourself. The stories, the wisdom, the guidance that they provide gives you the benefit of understanding the world before you’ve actually lived through it. And the emotional support and reassurance that somebody who has “been there, done that” can offer to a wet-behind-the-ears greenhorn is comforting as you navigate your way through new experiences.
It is important to seek out mentors. It’s no accident that Luke Skywalker needs his Ben Obi-Wan Kenobi in the Star Wars saga, that Daniel-san learns from Mr. Miyagi in the classic Karate Kid. The young hero — that’s you, whatever your age — needs to learn from a master, to grow in wisdom and learning while being guided by somebody with greater experience, to have a sounding board and sympathetic ear in times of turmoil.
You also need, very importantly, guidance for your industry and field. And a mentor is the best resource for that type of wisdom. He or she can give you insight into the players, the personalities, the opportunities, and the challenges of various opportunities open to you. What a mentor provides is wisdom and insight.
You can also get something back by giving back. “The brighter the student, the more the teacher learns.” There’s no better way to learn, or re-learn, something than by teaching it. And by taking that bright young woman (or man) under your wing, you’ll not only be helping out the next generation, but you’ll be surprised at how much you’ve learned over the years!
Taken from: Marc Cenedella, CEO of TheLadders.com, ©2010

5. No specific minimum or maximum length Win-Win Relationship
A mentor is often not a professionally-trained advisor but is knowledgeable in an are/topic where the mentee needs additional growth.
No specific minimum or maximum length
Win-Win Relationship
The mentor learns and improves his/her own skills while sharing experience with mentee
The mentee learns from the mentor

6. How is Mentoring different from…
Coaching- deals primarily with skill building; the coach stays with the client to help implement the new skills, changes, and goals. An ongoing, structured relationship that sets goals and clear action items.
Counseling- Often initiated by a problem or symptom of distress; all responsibility placed on the client; can cover many topics
Consulting- Many forms; contractual, specific skills and deliverables; often outside resources; used when internal skills needed are not available

7. Coach, Mentor: Is there a Difference?
Focus
Individual
Performance
Role
Facilitator with no agenda
Specific agenda
Relationship
Self selecting
Comes with the job
Source of Influence
Perceived value
Position
Personal returns
Affirmation/learning
Teamwork/ performance
Arena
Life
Task related

8. Coaching, Consulting, Mentoring, or Counseling?
Exercise 1:
Coaching, Consulting, Mentoring, or Counseling?

9. Coaching, Consulting, Mentoring, or Counseling?
Kim has had trouble sleeping lately and is feeling stressed. One of her family members is very ill and Kim is often called upon to help out. She has a demanding job as well, but says she has very little energy or motivation about anything lately.
Coach Counselor/Therapist
Consultant Mentor

10. Coach Counselor/Therapist
Sara has an opportunity to expand her responsibilities and manage a new department. This will mean managing people and playing more of a leadership role- something Sara has aspired to do. This particular department has a history of challenges, and Sara is concerned about the commitment of time and energy she may have to make.
Coach Counselor/Therapist
Consultant Mentor

11. Coach Counselor/Therapist
Pat has been asked to restructure the Training department and its offerings. New jobs have created new training needs and performance goals. Pat is thinking that revisions need to be made to their competency model and curriculum. She is concerned that she and her staff incorporate best-in-class resources in accomplishing this task.
Coach Counselor/Therapist
Consultant Mentor

12. Characteristics to look for in a Mentor:
Experience in an area of interest to you
Possesses a strong professional network
Genuine interest in helping you advance
Ability and time to be supportive
Trustworthy, non-judgmental, open-minded, ethical, self-confident
Good listener

13. Characteristics to look for in a Mentee
Has a desire to grow in an area that interests you.
Possesses a learning attitude.
Has a genuine interest in being helped by you.
Has the potential and time to be proactive.
Is trustworthy, non-judgmental, ethical, and self-confident
Is a good listener

14. Benefits to the Mentor Sharing of best practices
An expanded personal network
Contribution to someone’s development
Application of personal leadership skills and consultation
Increased self-awareness and self-discipline
Identification of opportunities for enhancing personal contribution to the future of the organization
Renewed enthusiasm for the role as expert

15. Benefits to the Mentee Improve a particular career area
Learn about the organization
Explore potential in undeveloped areas
Expand leadership abilities
Make valuable contacts
Learn and grow professionally
Develop an area of expertise

16. Mentors are… Expected to Not expected to
Have reasonable expectations of the mentee
Drive the relationship
Be a resource
Seek out a mentee
Provide feedback
Do the work for the mentee
Allocate time and energy
Manage the mentee as a supervisor would
Help the mentee develop an appropriate learning plan
Be an expert in every imaginable development area
Follow through on commitments or renegotiate appropriately
Develop a friendship with the mentee

17. The Mentoring Process Key Steps 3 levels of mentoring relationships
Establish the relationship
Sustain the relationship
Close the relationship
3 levels of mentoring relationships
Information- Basic knowledge
Skills- Consultation on job techniques and answers to specific skill sets
Advocacy- Guiding influence

18. Establish the Relationship
Personal invitation from mentee to mentor
Formal mentoring agreement to establish specifics (level of mentoring, mentee goals from this relationship)
Confidentiality standards
Relation boundaries
Ways of monitoring progress
Accountability of the mentee for development
Meeting schedule/frequency
Prepare for first meeting – both mentor and mentee

19. Sustain the Relationship
Learning styles
Help set SMART goals in the growth area
Specific
Measureable
Attainable
Realistic
Track-able/ Time-bound
Development activities to enhance mentee learning, aligned with specific goals

20. Close the Relationship
Mutual decision involving both mentor and mentee
When the mentoring agreement goals have been achieved
Personal respect- always

21. The Young Careerist Program is a registered trademark and is used under license.
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