COOPERATIVE CONSERVATION LEADERSHIP TRAINING

1. COOPERATIVE CONSERVATION LEADERSHIP TRAINING November 29, 2006

2. MENTORING EMERGING LEADERSby Gordon Wenk and Joseph Lomax

3. Deliberate learning is a cornerstone of success Building capacity through instructing, coaching, sharing experiences and advising

4. Failures and successes are powerful teachers How I did it wrong is as important as how I did it right

5. Leaders need to share their experiences Unforgettable insights aid in establishing a rapport

6. Development of the mentoring relationship matures over time Continuous learning is the synthesis of on-going events, experiences and thoughtful analysis

7. Mentoring is a joint venture Successful mentoring means sharing responsibility for learning

8. Evolution of the mentoring relationship Effective coaching, counseling, facilitating and networking takes shape over time

9. Evolution of the mentoring relationship • Orientation – building the base • Productive mentoring period • Redefining the relationship • Dissolving the relationship

10. On-going communications Regular and progressive communications is important to maintaining an effective relationship

11. Benefits for the mentee • A non-threatening learning opportunity • Improved self-confidence • Develop expertise and knowledge • Support and reassurance • Networking opportunities • Coaching

12. Benefits for the mentor • Increased motivation • Challenge • New insights and perspectives • Increased self-esteem & pleasure • Positively influence next generation • Increase peer recognition • Self development & communication

13. Characteristics of a Good Mentor • A desire to help • Have had positive experiences • Good reputation for developing others • Time and energy • Up-to-date knowledge • Learning attitude • Demonstrated mentoring skills

14. Characteristics of the mentee • Committed to expanding capabilities • Open to new ways of learning/ideas • Able to accept feedback • Willing to apply learning • Focused on achieving results • Able to communicate with others • Personal responsibility & commitment • Knows when to ask for help

15. Strategic and Tactical Balance Establishing the what and why in leadership is critical; how to accomplish the goal is the job of the followers

16. Alternative mentoring approaches • Interview your mentor about the topic • Discuss how to develop your ideas • Request help to develop a solution • Self-analysis of your approach • Literature review and findings • Shadow someone

17. Develop your vision

18. Consider what you call the mentoring program

19. Identify specific purposes of the initiative

20. Analyze organization support

21. Choose appropriate champion(s)

22. Consider positioning

23. Decide levels of formality

24. Choose delivery modes

25. Identify roadblocks

26. The mentoring process Mentoring is a dynamic fulfilling relationship A mentor is a learning leader who facilitates a learning process Growth is the acquisition of attitudes, capabilities, skills and behaviors

27. The mentoring process Enhancement occurs through open dialog and free form thinking Synthesize thoughts about the next steps Cultivate career self-reliance to achieve high performance

28. Potential pitfalls Mismatch between mentor and mentee Unrealistic expectations Breaches in confidentiality

29. Ethical guidelines Expectations of mentees Confidentiality Relationship boundaries Mentor competence Ending the relationship

30. Mentoring Toolkit

31. “Be Strategic About Mentoring”by Dr. Linda Phillips-Jones

32. Reap the benefits of success!