Good mentoring relationship starts with preparation by both parties. As a mentor you should be as aware as possible of what you have to contribute and how your potential contributions can match the needs of the adept.
The adepts too, might prepare a list of questions about what they hope to get out of the mentoring relationship.
The following checklist will give you an idea of the things you will benefit from clarifying as a mentor:
- What carees ecperiences have helped me most in my own professional development?
- What were the most important lessons learned from those lessons?
- What "truths" would I want to pass on from those lessons?
- If I were to contribute one quotation to my own book about succeding in this organization, what would that quote be?
- What have mentors done for me and my development? What kinds of mentoring experiences have been most helpful to me?
- If I had the power, what would I change about any of the mentors I have had?
- How relevant do I believe my experiences and my professional learning will be to the development of my adept?
- As a mentor, how would I like to be remembered?
This is a good step by step guide from the Mentoring specialist Judith Germain on how to embed a peer to peer mentoring programme within an internal comms department.
Anyone care to comment that one?
Some say that mentoring not only benefits the individuals involved, but also pays dividends for the profession as a whole. F.ex. even laywers who are just starting out at a law firm or lawyers who are moving into a new area of practice can learn from the experience of others through a mentoring relationship.
At Oslo Innovation Week in Oslo, Norway I went to a seminar yesterday with Ryan Blair (www.ryanblair.com).
Ryan having launched his career as an entrepreneur in 1998 – at the age of twenty – he has since earned a reputation as a technology pioneer and expert marketer, creating six successful companies and investing in several others the last decade.
Ryan is a passionate writer and speaker. His first published work was released in June of 2006, featured as a contributing author in the Power of Mentorship Vol. II. Ryan is presently working on a book about his life story entitled Faith of the Dots.
So he is a eager spokesman for mentoring, saying that a mentor more or less saved my life. Getting my to write down my goals in early years and learned me to go after it.
Hearing him talking about how importanthis first mentor was for him is huge. Setting goals he had to be able to visualize and then have the belief in yourself to manage your goals.
Something he talked a lot about was «give more than you receive». Meaning that you can`t only ask your potential mentor for his time and good advice. And not giving anything back, everything from washing mentors car to give shares in your business.
I read an article about getting a younger mentor (in Norwegian at http://www.konsulentguiden.no/index.cfm?id=147082&side=1).
The article said that it is a trend among middle-aged leaders to get younger mentors.
It`s called “Reverse mentoring” and Jack Welch (www.welchway.com), then chairman at General Electric (www.ge.com), was maybe the first to try this.
When he ordered 600 of the leaders to get a younger mentor in 1999.
Matt Starcevich at Center for Coaching & Mentoring in Oklahoma (www.coachingandmentoring.com) says that reverse mentoring can give advantage for the organization.
He found out that 41% used reverse mentoring to learn technical expertise, and 26% used it to give leaders a more youthful perspective.
Of course it is important that the older leaders don`t have any prejudice against younger people.
What do you think about reverse mentoring? Do you have some experience with it? Tell me!
I do a lot of training together with a good partner Kai Roer (www.bebetter.no). We do training in a lot of themes within mentoring, coaching and leadership.
Trainings like: «The leader as an educator», «Coaching to lead» and «Mentoring tools».
We both do it in Junior Chamber International and in companies.
Today I attend a pilot mentorprogram in three counties (Hordaland, Troms and Sogn og Fjordane) within Innovation Norway (www.innovasjonnorge.no). The adepts are young entrepreneurs and mentors are more experienced business people.
It is wonderful to sit and hear a lot of people talk about mentoring and all the benefits. Especially Shahzad Rana (www.questpoint.no) with his long experience as an entrepreneur and in the judge in the program at TV2 (www.tv2.no) «Skaperen», with his dear focus on entrepreneurship. And Jeroen Scüssel (www.startnowcoaching) talking about the tools as an mentor`.
And Ingrid Roynesdal (www.roynesdal.no)talking about here experience with mentors as an adept. With here many years as an tennisplayer (winner of 14 norwegian championship and 15 years as an professional pianist. She has a very long experience as an adept using various mentors.
In the end Jennybeth Ekeland (www.aff.no) was talking about all the myths about adept and mentors and their relationship.
A very good day and I am looking forward to hear more about their year as an entrepreneur with an mentor. Good luck everyone!
Don`t forget that the adept/mentee or coachee is the most important here. The result is far more important than if he has a coach or a mentor. I know this is fuel to the fire but I dare.
We can also be a bit simple in the explanation and say that as a mentor you see it as the responsibility to offer appropriate support, suggestions based on your professional knowledge and even introductions to the adept/mentee.
As a coach you work with the coachee for them to discover their own paths – and to decide what they want to do and who they might ask to be part of their plan.
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