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“Getting the most out of your Mentoring relationships” Mike Allen Managing Partner. Centre for Organisation Development www.cfod.com.au. How can Mentoring support development?.
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“Getting the most out of your Mentoring relationships”Mike AllenManaging Partner Centre for Organisation Development www.cfod.com.au
Career functionsare those aspects of the relationship that enhance learning the ropes and preparing for advancement in an organisation. Psychosocial functionsare those aspects of a relationship that enhance sense of competence, clarity of identity and effectiveness in a professional role. While career functions serve primarily to aid advance up the hierarchy … psychosocial functions affect each individual on a personal level by building self-worth both inside and outside the organisation. Together these functions enable individuals to address the challenges of each career stage. Explaining Career and Psychosocial Function
Careers Function Sponsorship. The mentor opens doors that would otherwise be closed Coaching. The mentor teaches and provides feedback Protection. The mentor supports the mentoree and/or acts as a buffer Challenge. The mentor encourages new ways of thinking and acting, and pushes the mentoree to stretch his or her capabilities Exposure and Visibility. The mentor steers the mentoree into assignments that make him or her known to senior management. Psychosocial Personal Functions Role Modeling. The mentor demonstrates the kinds of behaviours, attitudes and values that lead to success in the organisation. Counselling. The mentor helps the mentoree deal with difficult professional dilemmas. Acceptance and Confirmation. The mentor supports the mentoree and shows respect. Friendship.The mentor demonstrates personal caring that goes beyond business requirements. How Mentoring Supports Individual Development Source: Adapted from Kathy E Kram Mentoring At Work: Developmental Relationships in Organisational Life(New York: University Press of America, 1988).
Adult Learning Styles OBSERVE REFLECT ANALYSE ACT
Coaching Key Goals: To correct inappropriate behaviour, improve performance and impart skills that the employee needs to accept new responsibilities. Initiative for process: The coach directs the learning and instruction, against defined goals set by coach and coachee. Volunteerism: Though the subordinate’s agreement to accept coaching is essential, it is not necessarily voluntary. Focus: Immediate problems and learning opportunities. Roles: Heavy on telling with appropriate feedback. Duration: Usually concentrates on short-term needs. Administered intermittently on an “as-needed” basis. Relationship: The coach can be the coachee’s boss or an external coach. Coaching & Mentoring: Differences
Mentoring Key Goals: To support and guide personal growth of the mentoree. Initiative for Mentoring: The mentoree is in charge of his or her learning. Volunteerism: Both mentor and mentoree participate as volunteers. Focus: Long-term personal career development. Roles: Heavy on listening, providing a role model and making suggestions and connections. Duration: Long-term. Relationship: The mentor is seldom the mentoree’s boss. Most experts insist that the mentor not be in the mentoree’s chain of command. Coaching & Mentoring: Differences
Be intentional Listen and be fully present Give honest and constructive advice Provide appropriate feedback Build confidence Provide personal support Act as a role model “One’s mind once stretched by a new idea never regains its original dimensions.” Tips for Developing Your Mentoring Relationship
Ultimately the Mentoring relationship works when the Mentor maintains the creative tension between the mentoree’s current reality and the mentors vision of a preferred future for their mentoree.
Thank you Questions????? If you would like to download a copy of this presentation the you can do so from www.cfod.com.au
