Mentoring

What is Mentoring?

Differences Between Coaching & Mentoring

Coaching Mentoring

Goals To correct To support and guide

Initiative

The coach The mentee

Focus Immediate situation

Long-term

Roles Heavy on telling

Heavy on listening

Comparing to Mentoring Models

Sponsorship1. The mentor is

more influential and hierarchically senior

2. The mentor gives, the protégé receives, the organization benefits

Developmental1. The mentor is

more experienced in issues relevant to mentee’s learning needs

2. A process of mutual growth

Comparing to Mentoring Models

Sponsorship3. The mentor

actively champions and promotes the cause of the protégé

4. The mentor gives the protégé the benefit of their wisdom

Developmental3. The mentor helps

the mentee to things for themselves

4. The mentor helps the mentee develop their own wisdom

Comparing to Mentoring Models

Sponsorship5. The mentor steers

the protégé through the acquisition of experience and resources

6. The primary objective is career success

Developmental5. The mentor helps

the mentee towards personal insights from which they can steer their own development

6. The primary objective is personal development

Comparing to Mentoring Models

Sponsorship7. Good advice is

central to the success of the relationship

8. Social exchange emphasizes loyalty

Developmental7. Good questions

are central to the success of the relationship

8. The social exchange emphasis learning

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

Evolution of The Relationship

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The Learning Conversation

• Reaffirmation• Identifying the issue• Building mutual understanding• Exploring alternative solutions

• Final check

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

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