IEMA Mentoring Support and Guidance Webinar

Introductions Sarah Amos Professional Development Advisor 01522 540 069 s.amos@iema.net

Session Plan The Purpose What is Mentoring Role of a Mentor and Mentee Mentor Skills Common Pitfalls IEMA Mentoring Scheme Procedures Guest Speaker Mentor Support Tools Next Steps

The Objectives of this Session... To give potential mentors guidance and support to enable them to guide others effectively through the IEMA Full membership application process. To refresh current mentors’ understanding of the mentoring process and expectations required of both the mentor and mentee.

The Purpose of Mentoring... To support members to enhance their professional development by becoming Full members of IEMA. To give back to your company/profession by embedding your knowledge and expertise into others. To develop your own CPD by supporting others.

Why do people want to be Full Members of IEMA? Fellow – FIEMA (Significant Contribution) Full Member - MIEMA Associate -AIEMA Graduate/Student/Affiliate

IEMA’s Membership Structure

Mentoring A relationship in which a person is supported through a learning or developmental journey. It is: A one-to-one relationship, usually over a set period of time A voluntary relationship A two-way process Access to impartial guidance and support A one-to-one relationship, usually over a set period of time, in which an experienced member (mentor) provides consistent support, guidance and practical help for a less experienced person (mentee). A voluntary relationship, which the mentee or the mentor can end at any time. A two-way process in which the mentor shares their personal skills, knowledge and experience with the mentee to enable him or her to explore their personal and professional situation, and in which the mentor and mentee work together to achieve predetermined goals and objectives. A way of enabling the mentee to gain the skills, knowledge and confidence to perform at a higher level, and of giving them access to impartial, non-judgemental guidance and support. The word MENTOR comes from Homer’s Odyssey.  Odysseus, king of Ithaca, goes to fight in the Trojan War and while he is away he leaves the care of his household, especially his son Telemachus to Mentor, who already serves as a teacher and overseer.  After the war, Odysseus is condemned to wander for ten years as he tries to return to his home. Telemachus grows up and goes off in search of his father and he is accompanied by the Goddes of War, Athena, who assumes the guise of Mentor Eventually Odysseus and Telemachus are reunited and are able to remove the threat to his Kingdom. Over time, the name Mentor has evolved into the concept of a wise and trusted advisor/teacher that we have today.

Role of a Mentor The role of a mentor is to release and develop the mentee’s own experiences and strengths As a Mentor you have responsibility for: Encouraging and motivating your Mentee Making time for the Mentor / Mentee relationship Help by sharing your own experiences Give friendly, unbiased support and guidance Provide honest and constructive feedback Be a sounding board Ensuring that the relationship remains confidential; Facilitating decision making and action planning A mentor should: • provide an outside perspective on the business owner and his or her business • listen, in confidence, to the things that are worrying the business owner about their business • help by sharing their own experience of failures and successes • give friendly, unbiased support and guidance • provide honest and constructive feedback • be a sounding board for ideas • facilitate decision-making by suggesting alternatives based on personal experience • provide ongoing support and encouragement.

What a Mentor is Not A counsellor A trainer A coach A manager Expected to sort out all the mentees problems Expected to take responsibility for the mentee’s success or failure

www.getmentoring.org

Those Common Pitfalls Mentor Vs Manager/Coach Predicting/promising outcomes Pressurising the mentee/mentor Closed questions – requires a yes or no – good for finding out specific info but can make a person feel interrogated Open questions – invites longer answers and exploration Follow up questions – aids person to continue talking Take-a-guess questions – ‘what do you think would happen’ – asks the person to speculate Hypothetical questions – can aid creativity – shows the person’s background grounding and views on environmental/sustainability Either/or questions – can aid decision making or open discussion of alternatives Reflective questions – useful for checking you’ve understood Find-the-priority questions – useful for establishing the other person’s goals (which area would you like to deal with first)

Current Competencies MIEMA Knowledge and understanding Analytical thinking Communication Sustainable Practice Leadership for Change

Role of a Mentee The role of the Mentee is to drive the relationship to learn and develop professionally. The Mentee is responsible for: Defining personal objectives and goals or planning an outcome; Committing to completing agreed tasks; Being open and honest; and Maintaining the relationship.

Skills/Attributes of a Mentor Have the desire to help Be motivated to continue developing and growing Have confidence and an assured manner Listen actively Ask the right questions Provide feedback

Listening & Questioning Questioning Types Closed Open Follow-up Take-a-guess Hypothetical Either/Or Find-the-priority Reflective Closed questions – requires a yes or no – good for finding out specific info but can make a person feel interrogated Open questions – invites longer answers and exploration Follow up questions – aids person to continue talking Take-a-guess questions – ‘what do you think would happen’ – asks the person to speculate Hypothetical questions – can aid creativity – shows the person’s background grounding and views on environmental/sustainability Either/or questions – can aid decision making or open discussion of alternatives Reflective questions – useful for checking you’ve understood Find-the-priority questions – useful for establishing the other person’s goals (which area would you like to deal with first)

IEMA Mentoring Process Suitable Mentor found, contact details of the Mentor are provided to Mentee Mentoring Process Quarterly feedback by Mentor and Mentee to IEMA Completion of Mentoring Mentee contacts Mentor to arrange first meeting (face- to-face or phone) If not deemed suitable by either party after first meeting, mentee is placed back on the waiting list and assigned another Mentor If no available Mentors, Mentee is placed on Waiting List Mentee submits CV and Application IEMA reviews CV and matches against Mentors List

The Mentoring Process First discussion/meeting Rules of engagement / ‘Ground Rules’ Using the IEMA Skills Map and Self Assessment Tools Creating individual development/action plans Follow-up Different phases of mentoring relationship Ending the relationship

Guest Speaker...

Mentor Support Tools LinkedIn group First meeting agenda Self assessment tools IEMA Full application tips SWOT Analysis Template Action Plan Template IEMA Website Guidance

Questions?

Thank you mentoring@iema.net s.amos@iema.net