Professional Documents
Culture Documents
20 March 2009
Mano Verabathran
INTAN Bukit Kiara,
JPA
Tel. : 03 - 20847480
mano@intanbk.intan.my
Learning Objectives
Upon completion of this module you will be able to
define the key concepts associated with Coaching
and Mentoring and you will be able to:
The Employee
The Department
The Organization
Benefits to The Coach / Mentor
Benefits to the Coach / Mentor can be described
as:
Job Satisfaction
Understanding Mentoring
Characteristics of a Mentor
Task:
List what you think are the responsibilities of a
mentor and discuss it.
What does a mentor actually do?
What does a mentor actually do?
Encourage
Convey sincere belief in protégé ability to succeed
Give advice
Give constructive feedback
Give formal and informal instruction (technical, clinical,
political)
Introduce to colleagues, etc.
Provide opportunities for protégé to demonstrate his/her
skills
What does a mentor actually do?
Serve as career and lifestyle role model
Attend meetings, conferences, and other events together
Provide observation experience
Provide role-playing experience
Exchange/discuss ideas
Co-authoring
Challenge protégé to and assist with career planning and
development; emphasis on planning!
What does a mentor actually do?
Review resumes, cover letters
Provide sense of direction/focus
Help in problem solving
Practice communication/interpersonal skills
Assist in career planning
Help set goals
What about mentees?
What about mentees?
Potential to succeed
Capacity for self-disclosure
Willing to learn
Confident to try new things
Communicate well
Trust others
Ambitious
What about mentees?
Internal focus of control
High job investment
Values relationships
Sees relationship between personal and
professional growth
Active learner
Focused
Learn from, but not have to please the mentor
What about mentees?
Knows limits/ when to get help
Ethical
Takes initiative
Goal oriented
Organization/ time management skills
Open minded
Tool 1
1. When you think about your development and growth, which of the
following statement best represents your beliefs:
Comment: Mentoring and mentoring programs do not replace your responsibility for your
growth and development - you make the choices and take the actions. A mentor can only
help by asking questions, posing situations and providing resources.
The Mentoring Readiness Test
Comment: Although you may want answers and advice, mentors know that for you to
be independent and able to think for yourself after the mentoring relationship ends, they
need to facilitate your learning with a soft, no pressure, self discovery approach.
The Mentoring Readiness Test
3. When thinking about your expectations for the mentoring relationship
should they:
Comment: A mentor has the right to expect you to know and be able to articulate what
you want from the mentoring relationship. The expectation is reciprocal. Without this up
front discussion, it is impossible to determine if a good fit could exist.
The Mentoring Readiness Test
4. How aware are you of who you are, what you value, the skills and
talents that make your unique and your limitations?
Comment: If, as a mentor, I don’t receive something in return, why should I do it? A
mentor has the right to learn and develop in the process, if nothing else, from your
feedback, how to be a more effective mentor and a different perspective. i.e., Help me
want to continue our mentoring relationship, and spend time with you by providing me a
reason-this is not a one-way street.
The Mentoring Readiness Test
6. Which statement best represents your belief about plans and ideas
you and your mentor discuss:
Comment: All talk and no action is the formula for frustration. As is playing it safe and not
being willing to stretch, grow and take risks. This would be like always practicing and
never playing the game. The reward is when things happen. No action on your part, is the
surest way to lose a mentor.
The Mentoring Readiness Test
7. How will you react to feedback and observations from your mentor?
Comment: Assume your mentor is an ally, there to help you in your growth and
development. Reciprocate by being open-minded, willing to change and coachable.
Argumentativeness, resistance, hesitation, and suspicion are not the ingredients for a
productive and satisfying mentoring relationship.
The Mentoring Readiness Test
8. What should be your role in finding a mentor?
Comment: Be proactive, don’t wait, it’s your life. Watch others if you feel they could help
you because of the traits they exhibit. Ask them to be your mentor. Most will consider this
request a compliment and honor. Don’t wait to be asked to dance
The Mentoring Readiness Test
9. What should be your responsibility in maintaining the mentoring
relationship?
Comment: Finding a mentor is just the start, keeping the relationship alive is equally
important. Your role in this is essential. If the relationship is of value, work at keeping it on
going by keeping in touch, asking for time, supporting, understanding your mentor, and
putting decisions into effect
The Mentoring Readiness Test
10. Which statement best describes why you want to enter into a
mentoring relationship
General Guidelines
• Resources to help
– Gender differences
– Ethnic differences
– Personality differences
Step Eight: Conclude the
Mentoring Partnership
• Many partnerships continue
• Notify if you decide to end it early
• Give feedback
• Review and revise goals
• Express gratitude
Identifying
Opportunities for Coaching &
Mentoring
Definitions
• Both require . . . . . .
Making it work
What Are the Different Types of
Mentoring?
• Very important
• All good supervisors mentor their subordinates
• Drawbacks
– May not be a “subject matter expert”
– Heavily tasked
– Comfort levels
Formal Facilitated
Mentoring
• Formal facilitated mentoring programs are
structured programs in which an organization
matches mentors with mentees.
• They may target one special segment of the
organization whose career development may
be lagging behind that of others (for example,
women) to help that group advance further.
• They may assign mentors to mentees and
monitor the progress of the mentoring
connection.
Example of a Mentoring
Program
• Partly formal, partly informal
• Used benchmarking and research
– Programs are most successful when
mentee selects mentor
– E-mail partnerships are valuable
• Chose a user-friendly program, available to
all
Example of a Mentoring
Program
• Educate people so they will form mentoring
partnerships
• Includes a database of volunteers
– Web-based system
– People can sign up as mentors and/or
search for mentors
– Most useful for those who cannot find a
mentor at their location
Case Study 2
Understanding Coaching
What is coaching?