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Basics of Mentoring
Human Resources » Coaching & Mentoring


Chrm Message From: madure Total Posts: 278 Join Date: 06/06/2006
Rank: Coach Post Date: 18/06/2006 20:21:40 Points: 1440 Location: Sri Lanka



MENTORING

Those who seek mentoring, will rule the great expanse under heaven. Those who boast that they are greater than others will fall short. Those who are willing to learn from others, become greater. Those who are ego-involved, will be humbled and made small. - Shu Ching  Mentors are: “Advisors, people with career experience willing to share their knowledge; supporters, people who give emotional and moral encouragement; tutors, people who give specific feedback on one’s performance; masters, in the sense of employers to whom one is apprenticed; sponsors, sources of information about, and aid in obtaining opportunities; models of identity, of the kind of person one should be…- Zelditch, 1990   In Homer’s The Odyssey, Mentor was a trusted friend of Odysseus the King of Ithaca. Before leaving for the Trojan Wars, Odysseus asked Mentor take charge of the royal household and raise Telemachus, the king's young son.

Mentor had to be a parent, teacher, role model, counselor, trusted adviser, challenger, and encourager to the young Telemachus in order that he become a wise and good ruler. Athena, Goddess of Wisdom, would sometimes assume the form of Mentor to guard and teach Telemachus. At other times, took on her owl form to watch from a distance, stepping in only when Telemachus needed to be rescued.

Mentor derives from the Indo-European root men-, meaning “to think” and probably meant “advisor” in ancient Greek. Today, the word connotes not only the personal functions served by Mentor, it also includes a career function. A career mentor helps to guide one's entry into the profession and steer a course on the career path.

Key Points:
1) Mentoring is different from advising. It serves two major functions:

career
personal


2) Mentoring is all about communicating. If you don’t communicate, you can’t:
as a mentor, share your accumulated wisdom  as a mentee, learn anything from your mentor

3) Do not expect to get everything from a single mentor. While it is tempting to put your first mentor on a pedestal as the ultimate role model, different mentors have different strengths.


4) Mentoring relationships are not static, expect yours to evolve. This seems to surprise everyone! Expect the focus of the mentoring to alter and both roles to be redefined as the relationship evolves. While it may be incredibly productive and smooth most of the time, it might be awkward or even tense at others. Variability and change are normal characteristics of mentoring relationships.

Researchers have identified 4 phases of mentoring (although, not all mentoring relationships proceed in a linear fashion):

Initiation


potential mentoring pair get to know each other; each recognizes the potential of the other; protégé comes to respect mentor and mentor recognizes protégé shows promise.

potential mentoring pair get to know each other; each recognizes the potential of the other; protégé comes to respect mentor and mentor recognizes protégé shows promise.

Cultivation


Bulk of the mentoring “work”; lengthiest phase; each learns about the other’s abilities; protégé learns and mentor advises, promotes, and protects.


Separation


Most dynamic and least expected; Tension may be most notable characteristic because mentoring functions decrease and protégé acts more independently; tension and stress are a normal and neither spells doom. “You have to make it through the hard times to experience the exceptional rewards.”

Most dynamic and least expected; Tension may be most notable characteristic because mentoring functions decrease and protégé acts more independently; tension and stress are a normal and neither spells doom. “You have to make it through the hard times to experience the exceptional rewards.”


Redefinition


Mentoring activities substantially reduced; relationship transforms into one between colleagues; balance of power shifts, which permits mutual respect and support.

SOME GUIDELINES FOR THOSE INTERESTED IN  MENTORING

These guidelines are intended to assist you in the introduction of mentoring individual
members of staff, who are taking on the role of mentor in your company.

1. GENERAL GUIDANCE

Mentoring is:

an informal and supportive relationship whereby a more experienced member of staff undertakes to help a new member of staff learn his/her job and its context at NTB

A mentor is:

• preferably someone who broadly shares a new member of staff's professional interests;
• nominated by the head of department from staff not on probation who have been in post for at least a year

A mentor is not:

• a substitute for effective line management and, therefore, should not be the head of
department or the new member of staff's appraiser

A mentor should provide:

• initial departmental induction
• observation of work and feedback
• the opportunity for the mentee to learn from the mentor's example
• examples of, and guidance on, acceptable standards of work in all aspects of being
an employee at NTB
• information, advice and guidance on departmental, bank procedures
• guidance on departmental culture - 'the way we do things here'

A mentor should be prepared to:

• initiate regular meetings with a new member of staff and be available, within reason, on request
• assist with any problems relating to the performance of duties which a new member of staff chooses to raise
• appreciate a new member of staff's differing experience and needs
• accept that a new member of staff will wish to seek advice and support from a variety of
colleagues
• respect the importance of trust in the mentoring relationship
• maintain a written record of meetings held with the new member of staff

A mentor should be able to:

• listen actively and attentively
• ask open and appropriate questions
• reflect back feelings and opinions he/she observes
• make suggestions without sounding prescriptive
• summarise the main points of discussion
• give constructive, positive and precise feedback.


ACTIVITY

Try and list at least six possible benefits to your company in which the experience of more senior staff could be used in developing staff.


01.


02


03


04


05


06

ACTIVITY


What are the benefits for both Mentor and Mentee


MENTOR BENEFITS










MENTEE BENEFITS








ACTIVITY


Goals of Mentoring at your company


The purpose of the scheme is to




Potential Mentees will be




Potential Mentors will be




Commitment is required from





Prof.Lakshman Madurasinghe, MA.,MS(Psy).PhD Chartered Fellow CIPD(Lond) is a Behavioural Scientist with International HR Consultancy experience

Website: http://lmadurasinghe.googlepages.com



Chrm Message From: bish-noi Total Posts: 30 Join Date: 06/06/2006  
Rank: Executive Post Date: 22/06/2007 01:22:05 Points: 150 Location: Sri Lanka

Mentoring is not just the process of knowledge sharing or enhancement-I think it is also the ability to see n the mentee what they cannot see in themselves and to motivate them to do their best-The meaning of the word Mentoring--from the Greek word says it all-"enduring"---a sustained relationship .

This is exactly why mentoring has to be very well planned-for one ,just putting two people together bec one is older than the other can be disastrous-the emotional vibibg ,the trust and the feeling of goodness or rather wellness is what mentoring is all about.

Mentoring as a process has been happening from time immemorial-it is just that the concept is highlighted today.And that it is why there are two types of mentoring : natural mentoring and planned mentoring. Natural mentoring happens irrespective of age-and every time I think of mentoring I think of an incident that happened to a young man who wanted to become a good trainer-he met this man in a professional meeting( oh !I wish I could name this man) who said he was a great mentor and took young people under his
wings and would love to share his knowledge and what have you-the young man met him and in the one hour all that happened was haranguing-he was insulted and demeaned- Why am I saying this?-being a mentee is one part of theh problem-being a mentor a big one-because you need to learn to give from within-limitlessly and without feeling top down Thats not easy!!

Regards

Bishnoi

Chrm Message From: Seraphyne Total Posts: 3 Join Date: 06/06/2006  
Rank: Beginner Post Date: 05/06/2011 00:03:55 Points: 15 Location: Sri Lanka
I am looking for these article for my module, asking your permission to used it in it. Thank you for the knowledge.
 
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