2. IEMA Mentoring Support and Guidance Webinar

3. Introductions Sarah Amos Professional Development Advisor

4. 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

5. 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.

6. 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.

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

8. IEMA’s Membership Structure

9. 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.

10. 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.

11. 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

13. 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)

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

15. 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.

16. 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

17. 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)

18. 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

19. 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

20. Guest Speaker...

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

22. Questions?

23. Thank you