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First Mentoring Workshop

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Presentation on theme: "First Mentoring Workshop"— Presentation transcript:

1 First Mentoring Workshop
Judith Masthoff

2 Admin issue: Mentoring slots
Which of these slots can you make? Monday 3-4: Tuesday 12-1: Tuesday 3-4: Wednesday 1-2: Thursday 2-3: Friday 1-2:

3 What is a mentor? Write down some alternative words for ‘mentor’
One word per post-it note

4 Mentoring Roles Coach Role model Supporter Advocate Critical friend
Acculturator (getting the mentee used to the culture)

5 What is Mentoring? (1) ‘Behind every successful person, there is one elementary truth: somewhere, somehow, someone cared about their growth and development . This person was their mentor’ [Dr Beverley Kaye, Up is Not the Only Way, 1997] Mentorship refers to a developmental relationship between a more experienced mentor and a less experienced partner referred to as a mentee – a person guided and protected by a more prominent person [Wikipedia]

6 What is Mentoring? (2) To support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be. [Eric Parsloe]

7 What makes a good mentor?
Write down characteristics of a good mentor One characteristic per post-it note

8 Some Characteristics of a Good Mentor
Approachable and welcoming Shares information and experiences openly Good communication skills Trustworthy, reliable Provides accurate and appropriate feedback Technical expertise Motivating, encouraging, positive and empowering Non judgmental Allocates appropriate time to mentoring Sensitive to the needs of the mentee

9 Empowerment ‘ Mentoring is a process rather than an event;
mentors must see themselves as managers of a process, rather than just passing on knowledge.’ (Galvin, 1998)

10 Empowering the mentee Communicate openly
Encourage them to take responsibility for achieving their goals Give them space and time to complete tasks Guide and counsel as they reach final stages of tasks Help them to learn from mistakes Help them to work out the answer, rather than just telling them Give constructive, critical advice – but don’t expect to solve all their problems for them Introduce them to other people who might be able to help them Give them responsibility and monitor progress Build confidence

11 Foundations for successful mentoring relationships
Develop and communicate clear goals and expectations at the beginning Set the ground rules and develop an agreement Clarify the roles of the mentor and mentee Work out when and how feedback will occur Review the relationship at regular intervals

12 Ground Rules Which ground rules do you want?

13 Provide Mentoring Support
Establish a relationship Apply effective communication styles to develop trust, confidence and rapport Agree on how the relationship will be conducted Clarify and discuss expectations Offer mentoring support Assist mentee to identify and evaluate options to achieve agreed goals. Share personal experiences and knowledge with the mentee. Encourage mentee to make decisions and take responsibility for the courses of action under consideration. Provide supportive advice and assistance in a manner which allows the mentee to retain responsibility for achievement of their own goals. Change and discuss the mentoring relationship. Make any adjustments to the relationship taking into account the needs of both mentor and mentee.

14 Effective Mentoring Mentoring involves:
Level 1: a personal relationship in which a relative novice is supported by a more experienced peer in coming to terms with a new role Level 2: active guidance, teaching and challenging of the mentee by the mentor, who accordingly needs to claim some expertise, wisdom and authority Level 3: the management and implementation of a planned curriculum, tailored to the needs of the individual (McIntyre, 1996, p147)

15 Coaching is… a relationship and a conversation which supports a person to move forward to desired goals in a fulfilling manner (Myles Downey) unleashing a person’s potential to maximise their own performance, it is helping them to learn rather than teaching them. The underlying intent of the coach in every coaching session is to build the self-belief, self-motivation, choice, clarity, commitment, awareness, responsibility and ability of the coachee to take action (Sir John Whitmore) proactive and focussed on solutions and the future

16 Coaching Values Confidentiality Honesty Trust Openness Transparency
Integrity Sincerity Equality Non-critical / non-judgemental Empathy / caring

17 Core skills used in coaching
Listening Questioning Other forms of communication Managing the process of coaching

18 Listening "We were given two ears but only one mouth, because listening is twice as hard as talking." VS.

19 Why be a good listener? Needs of the mentee…
To be recognized and remembered To feel valued To feel appreciated To feel respected To feel understood To feel comfortable about a want or need

20 The Purpose of Listening
To be present To accompany the other person on their journey Reflection of feelings To hold a mirror up of understanding To determine whether my sense of the other person’s inner and outer world is correct To offer a non judgemental presence Listening is NOT about asking questions or challenging what the other person is saying

21 Levels of Listening 1. Cosmetic listening – listening in everyday conversation Listener looks as if they are listening but their mind is elsewhere Not useful in coaching People are usually aware that they are not being fully listened to

22 Levels of Listening Conversational listening
A number of things are happening: listening, talking, thinking, planning what to say next Not useful in coaching

23 Levels of Listening Active or attentive listening
The listener is very focused on what the speaker is saying, they are paying attention and recording significant facts The type of listening used in coaching It feels very positive to be listened to with someone’s full attention

24 Levels of Listening Deep listening
The listener is more focused on the speaker than on themselves. The listener’s mind is “quiet” and the intention is “seeking to understand”. All the senses are being used. The ideal state for listening in coaching The client feels understood and may also experience a deeper connection to the coach

25 Qualities of Active Listeners
Desire to be “other-directed” No desire to protect yourself Desire to imagine the experience of the other Desire to understand, not critique

26 Skills for Active Listening
Examples: Sitting forward Eye contact Nodding head Smile etc when appropriate BODY LANGUAGE “You listen with your face as well as your ears!”

27 Skills for Active Listening
OPEN-ENDED QUESTIONS Examples: What happened after that? Who was there? What did they do? How did that work? If you are not sure you understand what the speaker has said, just ask.

28 Skills for Active Listening
Examples: So what I hear you saying is . . . REPEAT CONTENT It is a good idea to repeat in your own words what the speaker said so that you can be sure your understanding is correct.

29 Skills for Active Listening
ACKNOWLEDGING FEELINGS Examples: You’re feeling ___. It makes you (feeling) that . . .

30 Skills for Active Listening
Examples: Bite your tongue! DON’T JUDGE

31 Skills for Active Listening
Examples: Count to yourself. BEING QUIET

32 Active Listening Open-Ended Questions Body Language
Acknowledge Feelings Repeat Content Don’t Judge Be Quiet

33 Other tips for being a good listener
Give your full attention on the person who is speaking. Make sure your mind is focused too. Let the speaker finish before you begin to talk. Let yourself finish listening before you begin to speak! Listen for main ideas.

34 Exercise: Active Listening
Split into trios (speaker, listener, observer) Speaker – talk for 2 minutes about your experience of the first lectures this week Listener – listen using the skills discussed Observer – observe the application of the skills and take notes Discuss how it went Do this three times, so that everybody has had a chance to practice listening

35 Questioning Questions are the main form of communication in coaching

36 Open Questions Questions that start with what, when, who, how many, how much “Why” should be used with caution as it may imply criticism “How” should be used with care as it may lead to analytical thinking Open questions require descriptive answers. They raise awareness for both the coach and the client and promote responsibility in the client. The client creates a clear perception of the relevant facts and information and the ability to determine what is relevant. Creative thoughts and ideas are also stimulated and explored.

37 Closed Questions For instance: “Am I right?” Limited use in coaching
Useful for checking when a yes or no answer is all that is required

38 Questions which clarify
For instance, “If you take those steps, what will you achieve?” These questions are used to make things clearer for both the coach and the client

39 Enquiry questions For instance, “What is your purpose in life?”
Enquiry questions require reflection and allow the client to explore their values, emotions, behaviour and reactions to an issue/situation (useful for homework)

40 Incisive questions For instance, “What would you do if you did not have to live with the consequences?” Incisive questions are useful when the coach is working with the limiting beliefs of a client. These questions work to suspend the limiting belief and the client is able to see past the limitation

41 Questions which challenge limiting beliefs
For instance, the client says “I always make a mess of projects at work”. The coach responds with “says who?” Challenging questions are designed to raise the awareness of the client to help them move on

42 Powerful questions For instance: “What is stopping you from…?”
Powerful questions are usually brief and designed to help the client make a quantum leap in understanding and perception

43 Use of appropriate questions
What questions might be appropriate in the following situation? Situation: The mentee has difficulty articulating their needs/goals for the mentoring relationship. What questions might you, as the mentor, ask? Possible Questions: What do you want to get out of this relationship? Do you feel there is more that you are after from me as a mentor? If so, what? How can I, as your mentor, better cater for your needs? Can we discuss what you would like to accomplish by the end of the semester?

44 Exercise: Questioning
Split into trios (questioner, client, observer) Questioner – ask questions Client –answer questions Observer – observe and take notes Discuss how it went Do this three times, so that everybody has had a chance to practice questioning

45 Other communication skills
Repetition Summarising Paraphrasing or reframing Grouping Making suggestions

46 Repetition / Mirroring
Repeating back to the client words that they have said, often verbatim Useful when there is an emotional undertone For instance: “You find the lectures too difficult” “You feel discouraged.”

47 Summarising “Extracting the essence” from what the client has said
Not just facts but also feelings Useful to check that the coach has fully understood the client It also confirms to the client that he or she is fully understood For instance: “These seem to be the main problems you’ve expressed…”

48 Paraphrasing or reframing
The coach uses his or her own words to reflect or reframe back to the client something which he or she has said This is to ensure communication is clear and meaningful in terms of intended outcomes This may help the client to detach from issues, to create some distance and to provide new insights and ideas For instance: “So you would like your friends to help you learn to program, is that right?”

49 Grouping Identification of the relationship between themes/elements in the conversation This may help to raise awareness of the client to patterns or linkages which they have not previously recognised

50 Making suggestions The coach believes that he or she has something to offer which will add value The coach may make a suggestion, but the client does not have to act on the suggestion This can be useful when the client is stuck and has spent time reflecting and acknowledges that a suggestion would be helpful

51 Managing the process of coaching
TGROW model provides a structure Topic Goal What do you want to happen? Reality What is happening now? Options What could you do? Will What will you do?

52 Topic Provides background and structure for the client and coach, and a common basis to take the session forward

53 Goal Setting What do you want to happen (establishes goal for the session) Coach works with client to identify and agree on achievable outcomes

54 Reality What is happening now (who, what, where, how much)
Coach works with the client to generate a clear understanding and awareness of the current situation and the topic

55 Options What could you do? (What is possible?)
Coach draws out a range of options from the client encouraging creativity, acts as a “sounding board” (No evaluation or judgement of options)

56 Will What will you do? (Clarify commitment)
Coach works with client to select options, encouraging responsibility, commitment to action and creation of an action plan with an appropriate timescale and measures for reviewing progress.

57 Mentoring Session 1: Getting Acquainted (1)
Introduction Tell the group your names, your year of study/degree you are on, and give them your addresses. Tell them that the purpose of the mentoring sessions is to help them get the most out of the course, by providing peer support (by you and by other members of their group) Tell them that this first week will be mainly about getting to know each other In discussion with the group, establish ground rules Tell them that you will treat what they tell you with confidentiality (in the sense that you will only report opinions of the group without highlighting individuals). Ask them to treat each others remarks with confidentiality as well. Tell them that once in a while a lecturer may attend a mentoring session. Tell them that you would like them to attend all sessions, and sent you an when they cannot make it

58 Mentoring Session 1: Getting Acquainted (2)
Activity 1: Interviews Aims: To begin to get to know one another, to develop confidence, to develop awareness of membership of a group Procedure Get the group to brainstorm what they would like to know about each other in the context of this group. Display the headings on the blackboard. (Could include past programming experience, what they did before they came to uni, which country they are from, their name, etc etc, leave this up to the group). Spent about five minutes on this.

59 Mentoring Session 1: Getting Acquainted (3)
In pairs, one person interviews the other to gather this information (and anything else that the two think of and wish to share). Spent about five minutes on this. You may want to take part yourself (and one of you will have to if the number of students is odd) Interviewers remain where they are, while interviewees move round and interview someone that they have not previously met. Again, about five minutes. Everyone prepares (organizes their notes, etc) to introduce the person they interviewed. About 2 minutes. In turn, individuals address the group, introducing the person that they interviewed. About 2 minutes per person.

60 Mentoring Session 1: Getting Acquainted (4)
Activity 2: Views on first lectures Ask the group what they thought of the first lectures. Were they too easy/too difficult? What things were the most difficult to understand?

61 Keep a diary After the mentoring session, spend five-ten minutes to write down your impressions: How did it go? What did you find difficult? What were the main things you learned?

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