1. Mentorship Matters A presentation for SEEC Alumni -Dr. Alan Middleton -June 24 th 2015 1

2. Agenda What is mentoring? Where does it come from? What forms does it come in? Key success factors Why does it matter? 2

3. What is Mentoring? “Mentoring is the offering of advice, information, or guidance by a person with useful experience, skills or expertise for another individual’s personal and professional development.” “Coaching and Mentoring” Harvard Business Review Press. 3

4. Where does it come from? Origins: in the Greek classical “Odyssey”, Mentor was actually Athena the goddess of wisdom in disguise entrusted with the education of Telemachus son of Odysseus Similar relationships found in many cultures: gurus, spiritual leaders, Councils of Elders, Master-Apprentice relations, Master classes… Famous historical Mentor-Mentee relationships: -Socrates and Plato -Haydn and Beethoven -Freud and Jung -Warren Buffet and Bill Gates -Sheryl Sandberg and…….. 4

5. What is Mentoring? Mentoring has both Career and Psychosocial functions: Career: - Sponsorship: opening doors - Coaching: teaching and feedback - Protection: supporting and a buffer of criticism - Challenge: encouraging and pushing the mentee - Exposure & visibility: increasing awareness of mentee capabilities 5

6. What is Mentoring? Mentoring has both Career and Psychosocial functions: Psychosocial: -Role modeling: demonstrating successful behaviors, attitudes, and values -Counseling: difficult dilemmas -Acceptance and confirmation: supporting and giving respect -Friendship: personal caring 6

7. What forms does it come in? Types: Internal: aids people through the competencies, knowledge, judgment and internal politics of a specific organization. Therefore can focus on specifics that are valuable to that particular organization. Downside: too political External : professional and specialist knowledge groups (e.g: AMA); specific demographic/interest groups (e.g: Women’s Executive Network); specific industry sector groups: not-for-profit, entrepreneurship etc. Less political but low sponsorship capability 7

8. What forms does it come in? Types: Informal: Goals often not specified Outcomes not measured Access may be limited Self-selection of mentors and mentees Indirect organizational benefit Formal: Goals established by organization and mentors/mentees Outcomes measured Access open Formal matching processes Support systems available. 8

9. What forms does it come in? Coaching Correct inappropriate behavior, impart appropriate skills Coach directs learning Subordinate agrees to accept instruction Focus on immediate problems & opportunities Instructing with some feedback Duration often concentrated Coach is boss Structured meetings Mentoring Support and guide personal growth Mentee-driven agenda Both mentor and mentee are volunteers Longer term career & personal development Listening, with suggestions & corrections Continuous and longer term Mentor rarely direct boss More unstructured & informal 9

10. Key Success Factors: Characteristics of a great Mentoring Relationship Collaboration: Mentor and mentee play a partnership role Communication: open and honest, strengths and weaknesses Confidentiality: ‘safe space’ Joint accountability: both must keep agreements, promises and timing Respect: mutual appreciation of each other’s knowledge, time, energy and wisdom Responsiveness: both sensitive to the goals, needs and perspectives of the other 10

11. Key Success Factors: Characteristics of a great Mentoring Relationship Attributes of great Mentors: Gain pleasure from developing others Proud of, not threatened by, accomplishments of others Good at reading people and situations Knowledge of industry/occupation deep in experience and training Tolerant of individual differences Like giving back Generous optimistic spirit 11

12. Key Success Factors: Characteristics of a great Mentoring Relationship Attributes of great Mentees: High potential Interest in learning and development Open to advice/help Capable of progressing Able and willing to partner in their growth Mature enough to recognize value and ask the ‘right’ questions and with ego in check enough to learn 12

13. Key Success Factors: Characteristics of a great Mentoring Relationship Process: Mentee must be clear about what is wanted from the relationship and who they are and Mentors must understand and value this Set goals Set agendas and timetable Be active Be prepared: do the research Share honestly LISTEN to each other Keep a record (mentees) Reflect Show appreciation Enjoy the process 13

14. Why does it matter? Mentoring is an essential leg on the ‘four legged’ table of leadership and management: Overall Leadership & Management Capability Experience Training Mentorship Advisors & Education & Coaching 14

15. Why does it matter? Organizations need leadership and management skills at every level, so skill/expertise alone is not sufficient. Mentoring aids development, reflection and knowledge transfer so is critical to all organizations. 15