SupervisorsMentors Determine job responsibilities and work objectives Counsellor – help them take stock of where they are and where they want to be. Supervise job performanceConsultant – facilitate decisions making and assist with option exploration Performance appraisals and recommend training and development Coach – assist and motivate mentee to implement plans and achieve goals

Are mentoring and coaching identical? Though mentoring and coaching are related, they are not the same. A mentor may coach, but a coach is not a mentor. Mentoring is “relational,” while coaching is “functional.” Managers coach all of their staff as a required part of the job. Coaching takes place within the confines of a formal manager-employee relationship.

Mentor Benefits  Which benefits do you think apply to you?  In what other ways do you think you might benefit/develop as a result of being a mentor?

 Job orientation – someone who helps you settle in to your new job  Career coach – someone with whom you review your career goals an plans  Skills coaches – someone who will help you develop specific skills  Professional or personal development – someone who will help you grow  Confidant – someone who is there for you  Technical advisor – someone with whom you can discuss technical questions  Correspondent – someone to whom you explain your ideas. Mentoring Roles A Mentor can be of use in the following contexts:

Mentor Responsibilities Primary responsibilities you have as a mentor include :  Maintaining confidentiality  Being accessible  Listening actively to your mentee  Promoting responsible decision making  Motivating and supporting your mentee to achieve their goals  Ensuring a professional relationship  Acting as a role model  Recognising when it is time to relinquish the mentoring role

Effective Mentors What are the essential characteristics of a valuable mentor? Discuss and list key skills, behaviours and attributes.

Take some time now to think about what preparation you can do for your first meeting with your mentee:  What will you need to discuss in your first meeting?  Where would the meeting take place?  What would you take with you?  What else?

Find ways to put the mentee at ease and to build rapport. 1. How does it feel to experience rapport? 2. How do you build rapport? 3. What are the benefits of having rapport for you and the mentee?

Tips for first Meeting  Have a ‘getting to know you’ type of conversation.  Discuss the ‘big picture’ purpose of your mentoring partnership (without getting into high detail in this conversation).  Discuss some principles for its operation. Aim to develop a pattern for your meetings.  Consider drafting a ‘Mentoring Agreement’ together.  At the end of the meeting, set a time and date and place for the next meeting.

Tips to build a supportive climate :  Make it clear that you too will learn and gain from this experience.  Seek to develop trust by encouraging open, two-way communication.   Be patient if your mentee seems unfocused-help her or him focus by presenting and discussing options.  Self disclosure means sharing personal experiences or difficult times you went through so that the mentee knows she or he can discuss tough issues.   Avoid judgemental responses. Aim to be objective.  Don't assume that what worked for you will work for your mentee; rather, try saying something like, "My experience was..., what do you think will work for you?"