This course provides the foundation for developing effective mentors. Since mentoring is different from coaching and managing, this course begins by identifying the differences. Participants identify several of the common mentoring traps and learn a model that enhances mentoring relationships. They also learn how to become an empowering mentor by demonstrating specific coaching skills.
This course is designed for anyone.
Upon completion of this course, participants will be able to:
- Identify differences and similarities between a manager, coach and mentor
- Identify their mentoring style
- Learn how the Parent-Adult-Child model (PAC) affects the mentoring relationship
- Learn how to prevent getting hooked
- Recognize the common mentoring traps
- Identify ways to become an empowering mentor
- Enhance the coaching skills necessary to become a successful mentor
- Recognize different learning styles and its affect on the mentoring relationship
What Is Mentoring?
Manager - Coach Mentor
Characteristics of a mentor
Role and responsibilities of a mentor
Characteristics of a mentee: Roles and responsibilities
In this introductory section, participants identify the differences between a mentor and a manager. Through an activity, they begin to examine characteristics, roles and responsibilities. Participants will also identify characteristics, roles and responsibilities of the mentee. Additionally, other relevant mentoring issues will be discussed (i.e. why mentoring is important; formal and informal mentoring; etc.)
Identifying Your Mentoring Style
Improving Blind Spots
This self-assessment identifies three personal attributes associated with the personality of a mentor: sociability, dominance and openness. The purpose of this inventory is not to be critical or judgmental; instead, it is to offer an overview of strengths and blind spots. After scoring the assessments, participants are divided into groups to brainstorm ways to improve their blind spots.
Negative Roles and Styles
The mentoring journey comes with various roles and traps. Mentoring, for some, could be a power trip or evangelistic crusade. This section identifies the common roles and traps mentors may encounter. By the end of this section, participants will have developed an awareness that will help them avoid these traps.
Becoming an Empowering Mentor
Like many behavioral concepts, there are many misperceptions. Motivating other people is one such misunderstood concept. Motivation is not something to be imposed upon by others. Mentors can create certain conditions that maximize interest and productivity and remove specific negative factors that inhibit motivation. In this section, participants will gain an understanding of human behavior and how attitude is associated with motivation, productivity and learning.
The Five Key Questions
Recognizing Learning Styles
The manner in which mentors interact with their mentee determines the type of relationship. Understanding three distinct ego states that often emerge in a relationship will enhance the mentor's ability to maintain a successful relationship. Even with the best of intentions, mentors get hooked into negative episodes. A model is presented that will help mentors avoid the hook. Additionally, participants will gain an understanding of different styles of learning. This understanding will enhance the
Art of Questioning
Feedback and Dialogue
Dealing with Resistance
This section focuses on the coaching skills necessary in becoming an effective mentor. Additionally, mentors will gain a better understanding on how to deal with resistance. Participants will practice these skills via role-play and group discussions.
Summary and Conclusion