1. Mentor Workshop Part 2

2. The Last Time O The Value of Mentoring O To you O To the protégé O To the organization O Why be a Mentor O What’s your motivation O What are you looking to learn O We Teach Who We Are

3. O Presented three different human development models O What is the basic premise they have in common O The impact of beliefs and expectations on the: O Relationship O Ability to set and reach goals

4. O The difference between the coaching and mentoring relationship O Coaching focus on functional O Mentoring focus on relational O Teaching through relationship O Building and developing trust O Communicating honestly O Be open to learning O Responses to change

5. Objectives O Identify the difference between constructive motivation and restrictive motivation O Articulate four steps to help your protégé operate from a place of constructive motivation O Identify actions involved in active listening O Re-frame a closed question to an open question O Plan your first meeting

6. As You Begin Your Journey

7. Reflection Questions O Are you secure enough to be open and honest with your protégé about who you are? O Are there some aspects of your past or present life that you are unwilling to share? If so, what are they, and why do you keep them private? O Are you willing to share failures as well as successes? Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

8. O Are you willing to allow your protégé to be and express who she or he really is, even if that is very different from who you are? O Can you be comfortable with those differences instead of threatened by them? O Is the value of diversity something to which you pay lip service, or can you live it out? Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

9. O Do you feel that your protégé must follow your advice and conform to your standards of behavior? O Can you avoid judging your protégé as a person, and do you fully accept that the control of and accountability for who he/she is and what he/she does is theirs alone? O Can you be sensitive enough not to communicate judgment in your body language, tone of voice, or facial expression, even when you are avoiding it in words? Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

10. O Can you see your protégé as a whole person, unfinished and in the process of becoming, rather than someone who “is” a certain way, fixed and unchanging? O Can you allow your protégé to struggle through a crisis or transition without your having to take the wheel and provide solutions or answers? Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

11. Active Listening

12. Steps involved in Active listening O Commitment O Preparation O Wait patiently – don’t interrupt O Hold off analyzing O Pay attention – notice the non-verbal communication O Check your assumptions and interpretations

13. Questions

14. O Closed O Questions that only allow a yes or no response; the options have been narrowed and decided for the responder O Open O Questions that do not assume there is a limited number of responses

15. Practice: Making them open? O Do you have a hard time making that long drive everyday? O Are you and your brother still not speaking to each other? O Did you enjoy the luncheon speaker? O Did you have a pleasant weekend?

16. Why questions? O Can be dangerous: O Judgmental O Critical O Put the responder in a defensive position

17. Feeling and Visionary Questions O Types of questions that are very helpful: O How do you…? (feeling) O What would it look like…? (visionary; future- focused)

18. Motivation

19. Types of Motivation O Restrictive O Do something because feel have to O External driver to avoid an undesirable consequence O Constructive O Do something because want to O Internal driver to achieve a desirable consequence

20. Building Self-Efficacy to Influence Motivation O Mastery Experiences: encourage protégé to make their own choices and to embrace the activities/steps as their own O Vicarious Experiences: sharing your experiences so the protégé can live through your failures and successes; let them see you

21. O Social persuasion: sharing your belief in the protégé’s ability with them O Positive physiological state and/or positive interpretation of physical inadequacies: demonstrating empathy and providing reassurance when hit with life’s set-backs; providing assurance that no matter what circumstances our response to those circumstances is under our control

22. First Meeting

23. Laying the Foundation O Getting to know each other O What is your objective for the first meeting O Introduce yourself O What do you think they want to know about you O How will you begin to build trust O How will you begin to develop credibility O What do you want and/or need to know about your protégé O Does your plan help you to move forward in building your mentor/protégé relationship

24. The Agreement O Protégé Development Plan O Agreement O Skills to be developed / goals to reach O Role of the mentor O Duration of the formal relationship

25. Go Forth and Mentor