Presentation on theme: "QUALITY EDUCATION FOR MINORITIES (QEM) NETWORK TCUP LEADERSHIP DEVELOPMENT INSTITUTE (LDI) COHORT 11-SESSION 111 August 5, 2009."— Presentation transcript:
QUALITY EDUCATION FOR MINORITIES (QEM) NETWORK TCUP LEADERSHIP DEVELOPMENT INSTITUTE (LDI) COHORT 11-SESSION 111 August 5, 2009
Purposes Leadership Mentoring Purposes of Leadership Mentoring
TheoryPractice To provide the LEADER with opportunities to address issues and concerns with a practicing leader.To provide the LEADER with opportunities to address issues and concerns with a practicing leader. Enable each LEADER to experience practical, first-hand familiarity with accepted leadership concepts, principles and practices.Enable each LEADER to experience practical, first-hand familiarity with accepted leadership concepts, principles and practices. Provide mutually beneficial outcomes for both the mentor and the mentee by responding to their mutual needs and concerns.Provide mutually beneficial outcomes for both the mentor and the mentee by responding to their mutual needs and concerns.
Exposure to Leadership Domains OrganizingBudgetingSchedulingSupervising Active listening Trusting trustworthy behavior conflict resolution MenteeTECHNICALINTERPERSONALCONCEPTUAL Big Picture thinking Visioning Strategic thinking Reflection
Share and participate with mentee Help discover real expectations as a leader Assist with technical interpersonal and conceptual skills necessary for leadership. Establish mutually- agreeable goals Schedule regular appointments Suggest activities for working toward goals Request assistance from mentor for guidance Mentor Responsibilities Mentee Responsibilities
Establish two or three goals Facilitate a “mini-strategic plan” Provide feedback Review your job description and organization chart with your mentee Share what you hope to achieve and vision of effective leadership Invite mentor to be a presenter for classes, workshops, projects Observe your mentor in professional situations Mentor Activities Mentee Activities
Take your mentee to professional development activities Allow your mentee to shadow your day and introduce them to your colleagues Assign meaningful tasks and share books and articles Attend professional workshops, conferences and seminars Design and implement a project with your mentor Mentor Activities Mentee Activities
Professional satisfaction Growth and development in leadership concepts Validation of practice Networking Develop self-confidence and competence Improving interpersonal communication skills Learning specific leadership strategies and practices Building collegial networks Enhancing future employability in leadership roles Mentor Outcomes Mentee Outcomes
Leader Magic Steps Getting from one place to another through mentoring, time management and action. Mentoring, time management, and action are essential to achieving success. The foundation of success is mentoring and guiding to achieved desired outcome.
Challenges for Mentors and Mentees Encourage original ideas Listen carefully when others advance ideas. Convince each other that ideas on innovation will be honored and supported. Trust and Communication
Mentor and Mentees Placing the magic steps along the path in a manner that will enable crossing the toxic waste to sanctuary on Spirit Island will enable success for the project. All leaders will be protected as long as they follow rules :
RULES Do not lose body contact with a magic step while crossing the toxic waste. The magic step will disappear into the toxic waste and be lost forever as a resource to the group. Mentees must follow the guidance of their mentor. They are blindfolded and need to trust what they are being told. Mentors must provide appropriate guidance and adhere to the (15) minute timeline. The toxic waste explodes and all is lost.
What Happened How did the Mentor guide the mentees in tackling the challenge of crossing toxic waste blindfolded? How did the Mentee’s respond to the guidance of the Mentor? Did the Mentee’s voice ideas that the mentor did not hear ? What emotions characterized the role of the Mentor? Mentee?
Implications Upon reflection, are there things the Mentor’s would have done differently? Were you satisfied with the guidance you gave to the role of mentor? Did the mentee trust, feel safe with the guidance of the mentor? Did the time element influence the strategy? How did the threat of losing your magic steps affect your performance? Does the element of time, trust, guidance affect real leadership situation? HOW?
Magic Steps In your view, what do “magic steps” stand for? What was your reaction to the loss of magic steps? What are parallels between losing magic steps and real losses that occur in professional situations?
APPLICATION Are there activities or strategies similar to ones you learned in this exercise that you ought to incorporate into your leadership work?
REFLECTIONS What might help you fulfill your vision as exemplified by Spirit Island? How will you ensure that your fear of loss does not inhibit taking risks? How can you as a leader/mentor get everybody in your team from one point to another over difficult times that are likely to demand risk taking?