Written and recorded by Paul Roy
Welcome to this training session from data Law. My name is Paul on My background is in finance on managing people. What is mentoring? Mentoring is the process in which successful individuals help others to establish goals and develop skills to reach them. The mentor, the person with experience and coaches the personal and professional development of the mentee, the learner by show knowledge, expertise and experience. The relationship is built on mutual trust. Respects regular communication to exchange ideas. Set goals for further developments on discuss progress. Mentoring is a good technique sports employees, particularly as they carry out new tasks or roles to help them progress. Generally, for example, someone who has looked to achieve a senior position with an organization such as a partnership directorship may be assigned to someone experienced who could help him on the path to development. To get ready to fulfill that level of job wrong. There is no one size fits all approach to mentoring. While some mentoring programs of formal many a much less inform, particularly in a smaller organization where it's all hands on deck to get the work done. The mental is role. What makes a successful mental what does a mentor dough. The aim of the relationship is the mentor to help the mentee on an ongoing 1 to 1 basis set goals to achieve off advice, provide support and encourage gift feed. Buck the mental will help the Muncie I dance fight learning and development needs. Acquire skills, open doors, increased confidence, widened perspective. Avoid many errors and pitfalls. Encourage the mentee to think for themselves and gain independence as the relationship progresses. What doesn't a mentor do? A mental is not a tutor because the tutor generally has some control on the student could be left feeling unequal or dependence. A mentor should not act as a counselor to overcome a particular problem. Counseling maybe part of the mental role, but always part of the wider goals. A mentor is not the same as a friend. Friendship is a two way thing, giving and receiving with constant role change. That shouldn't be an authority got between the mental on the mentee. Because the relationship provides both parties, responsibility and power, it is natural for the Mansons to become more seen in their role or within the organization. What this can't be carried through into this relationship because the senior mental may see himself in charge. Mental should never insist that mentees do what they say when, as I've mentioned, the relationship come working many scenarios. But some of the most successful mentoring relationships work one. Helping new employees, helping employees adjust to a new role. Supporting through a training program or develop new skills. Korea Developments Supporting through a period of intense change. Who could be a mental on what qualities do they need? Anyone could be a mental, but some people are naturally more suited to the role than others. Usually a mentor has more skills and experience, or someone who has completed the same training or development program that the mentee is undertaking. Research has shown that, ideally, that mental should possess some of the following personal qualities which will assist them in the mentoring relationship, managements and personal organization. The mental must be able to manage both the relationship on the process. What's being able to identify all the resources which can help them? NC. The mental should also be able to balance the relationship. At the start, the mentee will need the highest import management's what's as it progresses. That should listen communication. It's important for mental is to remember that communication is a two way thing with Sanders who, talking US questions and receivers who listen and act upon what has been said. The rules must alternate. Otherwise, it would be too one sided. The mental needs to be good at sending and receiving a knowing which want to do in a particular situation. Some key skills required in verbal communication include using simple and straightforward language, speaking clearly thinking before speaking, recognizing what the mentee needs, such as, for example, creating and using visual aids as required. Mentors also need to understand and be aware. A body language, too, particularly is most body language is unconscious but can be a very powerful form of communication questioning skills. The mental should be able to use a range of questioning techniques so that the mentee is encouraged to talk and think for themselves, while cemented finds out about the other person and their feelings. Research has shown that successful mental is use a mix of questioning skills, including open questions, questions which can't be answered with a yes, no or very few words e g. What exactly did you think was a problem with that particular presentation to get information and establish and develop the relationship. Probing questions These could be used to fill in details and extract more information about what is censored up. BG. Exactly. What did he say in response to that reflective questions? The questions could be use. Obtain information, check on the standing, get someone to talk about a specific issue. Here you repeat what the person said that poses the question or statement said in a questioning tone. E g. So, john, they just ignored your question closed. This could be answered with a yes no or very few words and help establish specific fax, or sometimes curtail the over talkative e G. How many clients attended yesterday's presentations. Listening skills. Mental is need to listen for feelings portrayed in how the mentee speaks rather than just here in the actual words, very often, how someone will say something will reveal his or her true feelings. For example, someone can agree to something in a hesitance. On certain tone, this could mean they probably don't agree. Use a probing question to find out more, look for tone, pitch speed, use of silence, hon movements or body language, analytical skills, critical powers a mental. She'll be able to give his own viewpoint clearly and confidently put in a manner that the mentee will benefit from Andre when necessary. Question not just agree with everything. The mentee Saiz feedback skills a mental should be else. Give feedback, which is constructive, helpful and supportive. What's not being critical? It should help the mentee by giving some positive reinforcements and identify some areas for improvements. Constructive feedback will be owned by the giver, I think so, that it shows caring but must be just the viable. Shows positive and negative aspects of the problem. Offer suggestions for problem solving is honest and straightforward based on the facts and helps a mentee identify changes. Needed an example of useful feet. But I really like the presentation, but I think they've used a table to outline the points on page two. It'll become even easy to read, especially if you want to highlight, like information, professional improvements as part of helping the mentee reach their goals. The mental should also help the mentee, too. Examine situations and love alternatives, choose options and understand how and why the choices were made. Look at situations where there is no right answer, provide alternative viewpoints, encourage and listen rather than immediately rushing in with a solution. Focus on progress and examine how far on the journey the Mincy has come. Encourage a mentee to push forwards shared knowledge and experience. Advise whilst not pressuring. No make assumptions. So a source of personality traits makes good mentors. Kindness, enthusiasm, Kerr. Empathy about the Muncie and his or her growth able to share experience and knowledge. Strong but not power mount makes challenges and rest in the new role on this experiences. A gardener able to plant seeds. Allow the mentee to flourish alone. A mental needs avoid being viewed. US. Arrogance. Overpowering through behavior or tone of voice. Self importance. The Mentees role. What makes a successful Monte? What does the mentee do? A. Mental most the access. Not passive. Be committed, be flexible and have an open mind. Be open and honest. Take feedback constructively. Be a working part of the partnership. What qualities doesn't mentee need? A mentee needs to be adequately prepared. A successful Manti is not someone who turns up. Shed your meeting with their mental shortly on prepared on not having done what was previously agreed by both parties. For example, before attending a meeting with their mentor, Mentee should prepare by creating at least an informal list of items to be discussed. Nothing. Any changes or anything that's coming up that should be discussed. Review the last meeting. Identify how the mentee has achieved the goals set. I don't find problems and provide possible solutions to problems keeping a log of the relationship. It doesn't have to be a specific former needed. What should contain information to identify progress and goals of assessing achieved. Be committed. A mental is showing valuable skills and experience and giving up time so the mentee should not give anything less than 100%. Be prepared to make mistakes. If you never make mistakes, you can't learn from them. Tips for successful mentoring. Choosing the right relationship when they are considering taking a mentee, mentors need to establish that the relationship is likely to work because having the right man see will be rewarding. Fulfilling we're having the wrong mentee can be very difficult. Some mental start the process by inviting mentees to take part in a project before committing to the mentoring relationship For example, the mental may ask the mentee to read a book and discuss it as a designated scheduled meeting or prepare review or presentation in the area of expertise. This should enable the mental to get an idea about the mentees commitments. Thinking, process, communication skills, interest, motivation. After all, if they don't produce what's required without legitimate reason than they probably like the commitment anyway, the relationship boundaries. It's important for the boundaries of the relationship or laid down so that both parties know what is expected of them. Start with both parties, honestly states and what they expect from the relationship. They're much too expectations to reach agreements. That should mean that you both understand and share the mentees long term goals on. Both have a realistic understanding how this could be achieved. Make sure that the communication boundaries air established to, for example, most menses won't want unscheduled emails or calls or must. There is a real need. Likewise, be counseled on a whim shed. Your meeting should at least have a loose agenda and timing, and anything which either party is expected to discuss at meetings must be produced to allow sufficient time. Nobody wants receive something lengthy 3 20 minutes ahead of a planned meeting. Accountability is vital to avoid missed deadlines and ensure commitments amounts. It's also important to make it clear that professional standards should be maintained on the second rate. Worker input will be unacceptable. Constructive feedback plays a vital role in the relationship, and it's essential that both parties know only understand but embrace this mentoring team. Depending on the nature of the mentoring, It may be sensible to create a small team from the outset. For example, if the mentee needs to acquire specialist skills, which could be best be provided by someone other than the mental, that the mental should not hesitate to include a second mentor. In the relationship, However, it is important to clearly designate roles and usually the primary mental remains. The go to person for writing strategy on primary supports deal with issues, as in any relationship, there are likely to be issues, and it's vital to ensure that they are addressed and resolved as soon as their eyes. Likewise, if it's not possible to resolve an issue, then bring the relationship to a timely end because if a poor relationship is allowed to drag on. This will not be beneficial to either party The benefits of a mentoring program. So are the benefits were mentoring program mentees for mentees, A mentoring program provides guidance and focus on professional developments and advancements. The opportunities to develop new skills and knowledge, exposure to new ideas and ways of thinking, impartial advice and encouragements, including how to develop strengths and overcome weaknesses. A Supportive Relationship Help with problem solving helps to improve self confidence. Professional developments on reflection on practices Mentos The Mental Czar mentoring program provides on opportunity to examine their own goals and vision time to reflect on their own practices. Exposure to fresh perspectives, ideas and approaches. The ability to use knowledge, skills and experience to assist someone else. Advancements of interpersonal skills and develop professional relationships. Job on personal satisfaction. Professional developments, including personal leadership style on enhance peer recognition where both parties are members of the same organization on internal mentoring program widens understanding of the organization and the way it works. Share skills and attitudes which individuals need to succeed within the organization. Trance. First critical business knowledge and skills supports a culture of developments and advancements provides a useful and cost effective way to develop employees. Assists with employee recruitment and retention, keeps the most knowledgeable and experienced performers engaged and hunts is managerial leadership skills. Develops a pipeline of future leaders who understand the organization and what it needs. Improves stuff. Morale, performance and motivation. Not concludes this presentation. Thank you for joining me on this data law training session.
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