Introduction
Mentoring is increasingly attractive to organisations as a way of developing managers and key staff. A mentor is a guide and facilitator of someone’s development, not necessarily a direct coach and not (in their mentoring role) acting as a manager. Mentoring is an art, a subtle set of interactive skills which uses questioning, listening and focussing to direct the mentee’s attention towards what is important in his development and towards finding his (or her) own paths and solutions.
Learning Outcomes
At the end of this programme, participants will be able to:
Explain the mentoring process and its contribution to the business
Describe a pattern of mentoring that is practical in the workplace
Use the skills and attributes needed to be an effective mentor
Plan and develop a mentoring relationship using a simple sequence of activities
Programme Content
Defining Mentoring; What mentoring is and is not; the difference between mentoring and coaching; roles and expectations; The Benefits to the Organisation; Developing a more positive and participative culture; providing individually tailored learning opportunities; eveloping skills and ability in key staff; increasing the focus on team working, delegation and empowerment; Mentoring Skills; Questioning; listening; evaluating words and feelings; giving feedback; analysis; encouraging solutions rather than giving answers; Managing The Mentoring Process; Improving the quality of learning; networking; identifying alternative sources of help; personal organisation; letting go; The Learner in the Mentoring Relationship; Being an active participant; accepting constructive feedback; preparing for the discussion; learning from failure; the Learning Log; The Relationship between Mentor and Line Manager; Building mutual rapport, agreeing responsibilities, confidentiality issues; Balancing the Relationship; Encouraging independence; decreasing the input over time; helping learners distinguish opinion from fact; improving the learner’s self-awareness.
