Download - Mentoring, Coaching & Buddy System
Mentoring, Coaching Mentoring, Coaching & Buddy System& Buddy System
Understanding Understanding Mentoring & CoachingMentoring & Coaching
Origin of the word MentorOrigin of the word Mentor
It has originated from Greek mythology Odysseus who was fighting the Torjan war
had appointed “mentor”, who was his friend to groom his son ‘Telemachas’ into a future king and warrior.
Role Definition ...Role Definition ...
careersuccess
satisfaction
What is Mentoring is all about?What is Mentoring is all about?
The mentoring partnership is an agreement between two people sharing experiences and expertise to help with personal and professional growth.
“ “Mentoring is …”?Mentoring is …”?
an unstructured association between an experienced person and one less experienced that assists the junior person in extracting more value from experience
“mentor” >>> an experienced, thoughtful, caring person who passes on lessons of experience to someone less experienced
RELATIONSHIP BETWEEN A RELATIONSHIP BETWEEN A MENTOR AND A PROTEGEMENTOR AND A PROTEGE
PHASE DEFINITION TURNINGPOINT
INITIATIONINITIATION Six month to a year Fantasies become concrete expectation
CULTIVATIONCULTIVATION Period of two to five years Opportunities and relationship becomes more meaningful .
SEPERATIONSEPERATION - Significant change in the relationship
- Emotional experience in the relationship
Wants to put learning into practice
RE-RE-DEFINITIONDEFINITION
In definite period after the separation
Stresses of separation diminish and new relationships are formed
Why mentoring?Why mentoring?
full opportunity to access the exciting and fulfilling career spectrum available
more informed decisions
more confidence in decisions made
fewer catastrophic mistakes
What Does It Take to Be a What Does It Take to Be a Mentor?Mentor?
Desire
Time
Reality check
Individual career development plan
FUNCTIONS OF A MENTORFUNCTIONS OF A MENTOR
Coaching Role modeling Counseling Friendship Exposure and visibility
What Does the Mentor Get Out of It?What Does the Mentor Get Out of It?
Pass on successes
Practice interpersonal & management skills
Become recognized
Expand their horizons
Gain more than the protege does
Mentor in the Corporate WorldMentor in the Corporate World
It is a relationship where an experienced person assists the junior level employees to become potential managers of tomorrow
The mentor also facilitates career development and psycho-social development by providing a vehicle for accomplishing the development task
What Are the Protege’s What Are the Protege’s Responsibilities?Responsibilities?
Willing to learn
Able to accept feedback
Willing to “stretch”
Able to identify goals
What Does the Protege Get Out of It?What Does the Protege Get Out of It?
Listening ear Valuable direction Gaps filled in Doors opened Different perspective
An approach to management - how one carries out the role of being a
manager. Is a set of skills for managing employee
performance to deliver resultsIs a person to person technique – takes
place informally
To develop individual knowledge, skills & attitudes
Is a skill of facilitating the learning, the development & performance of
another person
Your Aims as a Coach Your Aims as a Coach – A directive approach– A directive approach
Provide guidance on how to carry out specific tasks – towards learning
Help people become aware of how well they are doing and what they need to learn
Use whatever situations arise as learning opportunities
The Coaching SequenceThe Coaching Sequence
Identify areas of knowledge, skills or capabilities where learning needs to take place
Ensure that the person accepts the need to learn Discuss with the person what needs to be learnt &
the best way to undertake learning Get the person to manage their own learning Provide encouragement & advice Provide specific guidance when required Agree how progress should be monitored &
reviewed
The GROW ModelThe GROW Model
G – Goals = agree on coaching aims R – Reality = address real issues O – Options = identify & evaluate
approaches available W – Will = help person to work out how
learning will be applied
MENTORING, COACHING MENTORING, COACHING & BUDDY SYSTEM& BUDDY SYSTEM
Highlighting their Salient Features & Differences
Relationship to LearnerRelationship to Learner
MENTORMENTOR COACHCOACH BUDDYBUDDY
Private, Individual
Private or Public Individual or Group
Partly Private but some aspects can be Public. E.g. paper work
Relationship to Learner’s Relationship to Learner’s ManagerManager
MENTORMENTOR COACHCOACH BUDDYBUDDY
Line Manager cannot be the mentor
The line manager can be the coach
Line manager normally appoints B. from amongst his / her own team
Contact with LearnerContact with Learner
MENTORMENTOR COACHCOACH BUDDYBUDDY
Intermittent, medium to long term.
Can be very short term as well as medium to long term
Short term & frequent during induction period. May take considerable time.
Main AgendaMain Agenda
MENTORMENTOR COACHCOACH BUDDYBUDDY
Context within which Learner’s work is done i.e. help person plan & decide the future
Content of work to improve job performance
Build confidence of learner, e.g. know their way around, who does what
ProximityProximity
MENTORMENTOR COACHCOACH BUDDYBUDDY
Need not always involve face to face contact
Difficult to achieve without face to face contact.
Must be face to face, the two people should ideally work in close proximity
OutcomesOutcomes
MENTORMENTOR COACHCOACH BUDDYBUDDY
Persons better prepared to progress their own Development & Career
Improved job performance
Person has completed induction successfully
Choose two very different approaches that a Choose two very different approaches that a manager could use for the following scenarios. manager could use for the following scenarios. Indicate which approach you would use:Indicate which approach you would use:
Staff telephone bills are too expensive for the second month in row and you mentioned it last month.
Michael is not being proactive about his new assignment. You believe that he should be doing better regarding his attitude and his productivity.
You need to address the fact that a department continuously submits incorrect paper work to your office.
THANK YOUTHANK YOU