1. WHAT IS MENTORSHIP?
ISTANBUL SEHIR UNIVERSITY CAREER CENTER

2. CONTENT Short Historical Story of «Mentor»
Definition and Concept of Mentorship
Mentor-Mentee Relationships
3.1. Mentor’s Responsibilities
3.2. Mentee’s Responsibilities
Difference Between Coaching and Mentoring
Conclusion and Gains
References

3. 1. SHORT HISTORICAL STORY of «MENTOR»
Word stem of «mentor» comes from mythology(Fig.1). When King of Ithaca called Odysseus fights in the Trojan War, he entrusts care of his household and son called Telemachus to Mentor teaching and overseering him. Owing to the long period of the war, Mentor trains Telemachus. The word Mentor evolved to mean trusted advisor, friend, teacher and wise person.
Fig.1. «Telemachus and Mentor in the Odyssey»

4. 2. DEFINITION OF MENTORSHIP
Mentorship is the interrelationship between mentor and mentee that are more experienced or more knowledgeable person and less experienced or less knowledgeable person, respectively; involving knowledge and experience transformation, role model.

5. 2. CONCEPT OF MENTORSHIP
Mentorship programs are offered to support students in program completion, confidence building and transitioning to further education or the workforce.

6. 3. MENTOR-MENTEE RELATIONSHIPS

7. 3.1. RESPONSIBILITIES OF MENTORS
Service for career guidance and support
Role Model
Support for mentee to decide objectives

8. 3.1. RESPONSIBILITIES OF MENTORS
Transfer to mentee information and experience
Feedback to mentee
Encouraging mentee by leading to take risk

9. 3.1. RESPONSIBILITIES OF MENTORS
David Clutterbuck who studied mentoring relationships, defined an acronym for what mentors do (2004):
Manage the relationship
Encourage
Nurture
Teach
Offer mutual respect
Respond to the learner’s needs

10. 3.1. RESPONSIBILITIES OF MENTORS

11. 3.2. RESPONSIBILITIES OF MENTEES
Being willing to mentorship process
Organising meetings with mentor
Entegrating career planning and mentorship process
Being open to new ideas
Completing assignments given by mentor with its leading

12. 3. MENTOR-MENTEE RELATIONSHIPS
As a conlusion, how to have a successful mentoring relationships :
LISTEN ACTIVELY
MAINTAIN CONFIDENTIALITY
BE RESPECTFUL
BE REALISTIC
FOLLOW THROUGH
BE HONEST
AVOID MISUNDERSTANDINGS

13. 4. DIFFERENCE BETWEEN COACHING AND MENTORING
Usually paid
Usually Voluntary
Tends to Focus on Here-And-Now problems.
Focuses on the Future, and Broder Skills for Personel and Career Development.
Draws out the Skills, Resources, and Creativity that Already Exist within You to Overcome Your Most Difficult Professional Challenges.
Is a Critical Component in Transferring Knowledge Between Individuals and Within Organizations as well as Developing Relationships within a Supportive Organizational Culture.

14. 5. CONCLUSION AND GAINS International Personnel Management Association
Efficiency rate by training 22%
Efficiency rate by coaching 88%
BlessingWhite Consultancy, 2009
Being coach is one of the job list of 84% of managers and they like it.
Although %87 of employees need and are willing to having coach, only 52% of them have the opportunity.
BlessingWhite Consultancy, 2009
65% of employees agree with contribution of coaching on their performance.
88% of managers believe that when they do coaching, they get most of job objectives.

15. 5. CONCLUSION AND GAINS
According to results of surveys by Manchester Inc. at international organisations such as Pfizer, Unilever, American Express, Philips, the positive change of managers taking coaching or mentorship service is rated:
Increase of 61% on the job satisfaction
77% of them have better relationship with subordinates.
67% of them have increase on the efficiency of team works.

16. 5. CONCLUSION AND GAINS

17. 5. CONCLUSION AND GAINS

18. 5. CONCLUSION AND GAINS

19. 6. REFERENCES AYMED Coaching, Mentorship Training
TEGEP Mentorship Process Guidance