1 / 27

Mentoring, Coaching & Buddy System

Mentoring, Coaching & Buddy System. Understanding Mentoring & Coaching. Origin 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.

hien
Download Presentation

Mentoring, Coaching & Buddy System

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Mentoring, Coaching & Buddy System Understanding Mentoring & Coaching

  2. Origin 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.

  3. Role Definition ... Protege career success Junior member of organization / fresher Mentor shares values & career counselling satisfaction

  4. 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.

  5. “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

  6. RELATIONSHIP BETWEEN A MENTOR AND A PROTEGE

  7. Why mentoring? • full opportunity to access the exciting and fulfilling career spectrum available • more informed decisions • more confidence in decisions made • fewer catastrophic mistakes

  8. What Does It Take to Be a Mentor? • Desire • Time • Reality check • Individual career development plan

  9. FUNCTIONS OF A MENTOR • Coaching • Role modeling • Counseling • Friendship • Exposure and visibility

  10. 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

  11. Mentor 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

  12. What Are the Protege’s Responsibilities? • Willing to learn • Able to accept feedback • Willing to “stretch” • Able to identify goals

  13. What Does the Protege Get Out of It? • Listening ear • Valuable direction • Gaps filled in • Doors opened • Different perspective

  14. 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 results • Is a person to person technique – takes place informally

  15. To develop individual knowledge, skills & attitudes • Is a skill of facilitating the learning, the development & performance of another person

  16. Your Aims as a Coach – 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

  17. The 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

  18. The 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

  19. MENTORING, COACHING & BUDDY SYSTEM Highlighting their Salient Features & Differences

  20. Relationship to Learner

  21. Relationship to Learner’s Manager

  22. Contact with Learner

  23. Main Agenda

  24. Proximity

  25. Outcomes

  26. Choose two very different approaches that a manager could use for the following scenarios. 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.

  27. THANK YOU

More Related