1. Mentor Training Program

2. Introductions name organisation and role
who has influenced you the most?
what motivates you to become a mentor?
what are your expectations of today?

3. What is mentoring?
“Behind every successful person, there is one elementary truth: somewhere, somehow, someone cared about their growth and development. This person was their mentor.”
Dr Beverley Kaye, Up is Not the Only Way, 1997

4. Mentor = Trusted friend or advisor however,
“A mentor provides information, shares their experience or expresses an opinion. However it is always the mentee that decides, acts and produces outcomes”
Anne Rolfe, Synergistic People Development

5. How does mentoring work in your sport?
Does it occur formally or informally?
How are mentors and mentees matched up?
What are the roles and responsibilities of mentors?
What are the benefits for
the mentor, mentee and
sport?

6. Purpose of mentoring professional development accreditation updating
fast tracking
others

7. Adult Learning Principles
Autonomous and self-directed
Life experiences and prior knowledge
Goal-oriented
Relevancy-oriented
Practical
Need to be shown respect

8. Learning styles Visual They like:
Graphs, charts, mind maps/flow charts and images.
Auditory
Discussion groups, questions, audio recordings, key points and cue words.
Read/write
Lists, headings, written cue words/phrases.
Kinaesthetic
Demonstrations, doing the activity, learning by experiencing, video feedback, visualisation.

9. Characteristics of mentees
Mentee 1 - is in awe of mentor, not confident, wants the mentor to tell them what to do, struggles to self reflect and drive things.
Mentee 2 - is very confident, thinks they know it all and wants to argue with the feedback from the mentor, mentor has difficulty relating to the mentee.
Mentee 3 - is very hard working, but very tough on themselves, ‘beats themself up’ mentally if they make a mistake, high achieving and a stress head.

10. Establish an agreement
The mentoring process
Identify needs
Set Goals
Establish an agreement
Review
Action plan
Feedback
Observation

11. Getting started – The first meeting
How would you approach the following:
Building rapport, trust and empathy
Identifying needs and setting goals
Establishing ground rules
Developing an agreement

12. Establish an agreement
The mentoring process
Identify needs
Set Goals
Establish an agreement
Review
Action plan
Feedback
Observation

13. Mentoring in action Who set the goals for the session?
Where did the mentor position herself?
How and when did the mentor provide feedback to the mentee?
What was the outcome?
How does observation
and feedback occur in
your sport?

14. The mentoring process Identify needs Identify needs Set Goals
Establish an agreement
Establish an agreement
Review
Action plan
Action planning
Feedback
Feedback
Meetings and observations
Observation

15. Facilitating feedback
How did the mentor establish rapport?
What questions did the mentor use to help the mentee self-reflect?
How did the mentor show they were attentive and interested?
How was the action plan developed? Were the next steps clear?
If there was conflict, how did the mentor deal with it?

16. Planning a difficult conversation
What outcome are you hoping to achieve?
Identify the emotions the mentor and mentee may be feeling
How would you start the conversation?
What questions could you ask to challenge assumptions and perceptions?
What behaviours would you like to display?
How will you defuse conflict if it occurs?

17. The self reflection process
Action
Planning for improvement
Analysis and evaluation
Identification of things to improve

18. Summary Mentoring enhances the coach/official education process
Effective mentors facilitate learning
Mentoring is a two-way process that benefits both the mentor and mentee
Taking the time to set up the mentoring relationship at the start is important for it’s long term success
Providing effective feedback is a critical skill for all mentors

19. Good luck with your mentoring
Thank you
Good luck with your mentoring