1. Learning Technology Mentor Program Presented by Lynne Simmons ©TAFESA Adelaide South (08/10)

2. Session outcomes Understand the LTM role and principles of mentoring Implement a framework and strategies for the LTM program ©TAFESA Adelaide South (08/10)

3. Session outline What is mentoring? Approaches to workplace mentoring Mentoring models and processes Framework and strategies to support mentoring Action plans ©TAFESA Adelaide South (08/10)

4. Mentoring Generally has a long-term focus on personal growth and learning Includes a wide range of learning oriented to: –Exchange of wisdom –Support –Guidance in personal or professional growth Is a relationship not just a procedure or activity Is one person professionally assisting the professional development of another Public Sector Training Package 2004

5. Mentoring Various definitions A relationship based development process Areas of overlap with coaching and training Different skills, models and processes for different purposes ©TAFESA Adelaide South (08/10)

6. Coaching and mentoring A Coach –is an expert at facilitating learning –uses a structured approach to achieve agreed goals A Mentor –is an expert in their specific field, a role model –uses advice and guidance to develop a less experienced person ©TAFESA Adelaide South (08/10)

7. CoachingTraining Mentoring ©TAFESA Adelaide South (08/10)

8. “The labels don’t matter. It’s the process that counts.” Anna Britnor Director of Coaching and Mentoring Network UK

9. How do we mentor? Facilitating growth and learning Training Teaching Demonstrating ©TAFESA Adelaide South (08/10)

10. “Mentoring happens in all organisations whether it is fostered as a development strategy, allowed or encouraged as an informal process, or is an activity that occurs below the consciousness of individuals.” Rolfe-Flett

11. Organisational approaches to coaching and mentoring Structured Unstructured Planned Organisation involvement Measured and monitored Training for all participants Selection processes Unplanned No organisation involvement Not measured and monitored No training No standards for selection ©TAFESA Adelaide South (08/10)

12. Mentoring Not one size fits all Different approaches for different purposes What approach fits your purpose? Structured approach has a strategy and a framework ©TAFESA Adelaide South (08/10)

13. What makes an effective mentor? Suspend judgement Encourage Actively listen Question Constructively challenge Explore options Offer selective and timely advice Adjust your mentoring style ©TAFESA Adelaide South (08/10)

14. 4-phase mentoring process Relationship Direction Development Review ANTA (2004)

15. From: http://www.cavendishmd.co.uk/images/img_grow_model.gif

16. “If we are in charge of, or responsible for, other people we are particularly prone to feeling that we have to do most of the talking.” A, Grant and J Green ‘Coach Yourself @ Work’

17. What are the critical success factors for effective mentoring? ©TAFESA Adelaide South (08/10)

18. Design a Mentoring Strategy 1.Identify a need 2.Define the objective 3.Link to organisational objectives 4.Promote 5.Establish ground rules 6.Develop: –Action plans –Timelines –Support resources –Responsibilities ©TAFESA Adelaide South (08/10)

19. Action plans Implement Learning Technology Mentoring in each Institute Support mentors in their role Build the LTM network/community of practice ©TAFESA Adelaide South (08/10)

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