women and career mentoring
TRANSCRIPT
WOMEN AND CAREER MENTORING
What is Mentoring?
"Mentoring is a long term relationship that meets a development need, helps develop full potential, and benefits all partners, mentor, mentee and the organisation". - Suzanne Faure
Mentoring is NOT…
• An opportunity to correct someone’s behaviours or actions
• Directing someone to do something to meet goals
• Being the expert with all the answers• About trying to address personal issues
Coaching v Mentoring
PERFORMANCE COACHING • The Company sets the
agenda• It’s Short term in nature• Task/Performance oriented • Often delivered by the line
manager• Coaches do not give advice
CAREER MENTORING • The Mentee sets the
agenda• It’s Long-term in nature• Personal development
oriented • Is off-line• Mentees can advise and
give direction
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How does Mentoring Benefit Individuals?
1. Find out how to manoeuvre your way around the organisation and its culture
2. Assists the development of analytical and problems solving skills
3. Improve your workplace performance 4. Helps you to gain new insights & perspectives5. Increases your confidence & self-knowledge6. Improves your personal influencing skills7. Increases your knowledge & skills (including technical skill)8. Challenges your beliefs and ideas about what is happening 9. Increases your resilience
What difference can career mentoring make for me?
A. Women with a Mentor can increase their odds of being placed at mid manager or above compared with women without a Mentor
B. Mentors need to be high up in an organisation to be able to help with their Mentee’s progress
C. People like to spend time with those who are like themselves – which affects who Mentors traditionally choose as their Mentees
Key issues affecting women and their careers
1. Different career trajectories than men
2. Difficulty saying no3. Confidence issues4. Discrimination in the
workplace5. Limited networks6. Few women role
models at the top of the company
Mentoring Life Cycle
• Stage 2. Agree on the expectations and set your working agreements
• Stage 3. You will work towards accomplishing your learning goals
• Stage 1. You will set expectations and establish and build foundation for a successful mentoring relationship
• Stage 4 You will focus on closing the formal relationship and redefine your relationship moving forward
Closure Preparation
Define Agreements
Relationship building
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What kind of learner am I?
• Activists• Reflectors• Theorists• Pragmatists(Honey & Mumford, 1986)Useful• For mentoring
discussions• Developing your future
management/leadership skills
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Tip - Scaling QuestionsOn a scale of 1 to 10 where 10 is goal achieved. Where are you in achieving your goal right now? • What does a 7 (the number given) mean to you? (+
follow up questions)• What needs to happen to move up to an 8 (one
number up from what was given)? (+ follow up questions)
• How will you know you have reached 10?• What barriers might there be in achieving your
goal – how might you overcome them?
Contact details
Want a copy of our Career mentoring guide for women?
Click here
https://openmindcoach.leadpages.co/careermentoringebookst/
www.trans-formations.co.uk