1. Mentoring

2. What is Mentoring?

3. Differences Between Coaching & Mentoring CoachingMentoring Goals To correctTo support and guide Initiative The coachThe mentee Focus Immediate situation Long-term Roles Heavy on telling Heavy on listening

4. Comparing to Mentoring Models Sponsorship 1.The mentor is more influential and hierarchically senior 2.The mentor gives, the protégé receives, the organization benefits Developmental 1.The mentor is more experienced in issues relevant to mentee’s learning needs 2.A process of mutual growth

5. Comparing to Mentoring Models Sponsorship 3.The mentor actively champions and promotes the cause of the protégé 4.The mentor gives the protégé the benefit of their wisdom Developmental 3.The mentor helps the mentee to things for themselves 4.The mentor helps the mentee develop their own wisdom

6. Comparing to Mentoring Models Sponsorship 5.The mentor steers the protégé through the acquisition of experience and resources 6.The primary objective is career success Developmental 5.The mentor helps the mentee towards personal insights from which they can steer their own development 6.The primary objective is personal development

7. Comparing to Mentoring Models Sponsorship 7.Good advice is central to the success of the relationship 8.Social exchange emphasizes loyalty Developmental 7.Good questions are central to the success of the relationship 8.The social exchange emphasis learning

8. Maintaining Relationship Quality Goal clarity The ability to create and manage rapport Understanding of the role and its boundaries Voluntarism Basic competencies on the part of the mentor and mentee Proactive behaviors by mentee and developmental behaviors by the mentor Measurement and review

9. Evolution of The Relationship 13452

10. The Learning Conversation Reaffirmation Identifying the issue Building mutual understanding Exploring alternative solutions Final check

11. Benefits of Mentoring For the mentee –Improved knowledge and skills –Greater confidence and well-being For the mentor –Greater satisfaction –New knowledge and skills –Leadership development For Scouting –Improved morale, motivation, and relationships

12. Endnotes/Resources Luecke, R. (2004). Coaching and mentoring: How to develop top talent and achieve stronger performance. Boston: Harvard Business School Publishing Corporation. Megginson, D., Clutterbuck, D., Garvey, B., Stokes, P., & Garrett-Harris, R. (2006). Mentoring in action: A practical guide (2nd ed.). Philadelphia: Kogan Page. Mentor. (2006, October 30). In Wikipedia, The Free Encyclopedia. Retrieved November 7, 2006, from http://en.wikipedia.org/wiki/Mentor Predaptive. (2006). Coaching and mentoring are critical in today's flat meritocratic organisations. Retrieved July 19, 2006 from http://www.predaptive.com/resources_article2.htm Virginia Office of Volunteerism. (1995). Volunteer mentor programs: an introductory guide. Richmond, VA: Author