INTRODUCTION TO MENTORING

Binayak Shankar
MT (HR), NCL, Singrauli.

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What is mentoring?
Mentoring occurs when an experienced one engages in building a healthy, trusting relationship with a younger professional to reflect on current practices; expand, refine and build skills; share ideas; teach one another; conduct research; or solve problems at the workplace. (Robbins, 1991)

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Mentoring Mission
To provide support to beginning professionals as they develop their skills and confidence to become quality professional.

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Goals of Mentoring
To support the new staff member to understand Organization's mission, vision, values and goals. To share the skills and knowledge of successful professionals with new employees. To provide support in locating and accessing resources and resource persons. To foster open communication and dialogue. To provide motivation for job performance, creativity, and the acceptance of responsibility with confidence. To bring employees together to establish a network of professionals within the organization.
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Why Mentoring?
To provide on-the-job support to help beginning professionals transition into their job successfullyand to become effective professional as soon as possible.

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Components of Mentoring
HEART
Motivation Energy Enthusiasm Passion
PERSONAL ENGAGEMENT

HEAD
INTELLECTUAL UNDERSTANDING

Frameworks Models Tools Examples

Demonstration Behaviours

HAND
WALKING THE TALK

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Responsibilities of a Mentor
Does

Donts

Initiate contact with the mentee Share the organization's mission, Don't give advice unless asked vision, values and culture Don't take responsibility for Be a good listener your mentees program or duties. Maintain confidentiality Don't allow the mentee to be Give constructive feedback "apron strings" dependent on Promote mentee creativity and you. skill development Don't complain about your own problems. Encourage independence; not dependence Don't do your mentee's work for them. Remember there is most often more than one way to reach a goal. Shankar, NCL, HQ 7

Responsibilities of a Mentee
Does

Donts
Don't rely on your mentor as your only source of information. Don't expect your mentor to give you all of the answers . Think of your mentor as suggesting alternatives. Don't ask your mentor to do your work for you. Don't cancel meetings at the last minute.

Assume personal responsibility for professional growth. Listen and consider alternatives Maintain confidentiality Accept constructive feedback Be willing to take risks, Be open to new ideas Demonstrate initiative Respect your mentor's time Notify your mentor of problems, concerns or questions Remember, there is more than one way to reach a goal

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Stages of Mentoring
Building the relationship Negotiating agreements Developing the mentee

Ending the relationship

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Building The Relationship

Spending time getting to know my mentor was one of the most important things I did, according to a mentee who recently participated in a successful mentoring relationship. Because my mentor and I took time to build a trusting relationship, we really felt comfortable sharing our goals and discussing our challenges.

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Negotiating agreements
My mentor and I were careful to clearly define our expectations, clarify logistics, and discuss working preferences, a mentee noted. We knew exactly how often wed meet, when and where our meetings would be held, and how to best approach the task at hand. Negotiating these things from the beginning made my mentoring experience a success.

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Developing The Mentee

I had a long list of goals at first, a mentee wrote. However, I quickly realized that I needed to be more realistic about my expectations since my time already was so consumed with work and outside activities. My mentor and I decided to focus on just one careerrelated goal so we could work on specific objectives and effective development activities. At the end of the year, we achieved all of our objectives and I reached my goal.

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Ending The Relationship

During the final month of our mentoring partnership, my mentor and I evaluated the accomplishment of my goal and had a little party to celebrate, a mentee noted. We ended our formal relationship, but we still like to keep in touch to share interesting experiences, concerns, and successes.

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The GROW Model

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Expected Benefits
Improved performance from day one

Increased retention of effective new professionals

Reduced replacement costs Leadership and professional growth opportunity for mentors Enhanced organizational culture

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