FLOW OF PRESENTATION

Introduction
Meaning
Techniques
Types of Mentors
Prons and Cons
Mentoring Programs
Steps
Qualities of a Good Mentor
Approaches

Introduction

Mentoring is often used interchangeably

with training, coaching and counseling
Its a long term relationship, founded on
a voluntary, confidential one to one bond
that relies on trust, support, and mutual
benefits

Mentoring
Employee training system under which a
senior or more experienced individual(the
mentor) is assigned to act as an advisor,
counselor or guide to a junior or trainee or
mentee.

Mentorship
A personal developmental relationship in
which a more experienced or
knowledgeable person helps to guide a less
experienced or less knowledgeable person .

TECHNIQUES

Accompanying
Sowing
Catalyzing
Showing
Harvesting

TYPES OF MENTORS

Multiple Mentors
Profession or Trade Mentor
Industry Mentor
Organization Mentor
Work Process Mentor
Technology Mentor

PRONS

Career Development
High Potential Mentoring
Diversity Mentoring
Reverse Mentoring
Knowledge Transfer Mentoring

MENTEE
/PROTEGE
CAREER
ADVANCEMENT

MENTOR
PERSONAL
FULFILLMENT

ASSISTANCE ON
PERSONAL SUPPORT PROJECTS

LEARNING AND
DEVELOPMENT

FINANCIAL
REWARDS

INCREASED
CONFIDENCE

INCREASED
CONFIDENCE

ASSISTANCE AND
FEEDBACK

REVITALISED
INTERSEST IN
WORK

ORGANISATIO
N
DEVELOPMENT OF
MANAGERS
INCREASED
COMMITMENT TO
THE ORGANISATION
COST
EFFECTIVENESS

IMPROVED
ORGANISATION

COMMUNICATION

CONS
MENTEE
/PROTEGE

MENTOR

Neglect Of Core
Job

Lack Of Time

Negative
Experiences

Lack Of
Perceived
Benefits

Unrealistic
Experiences

Lack Of Skills
Needed For The
Mentoring Role

ORGANISATION
Lack Of
Organizational
Support
Creation Of A Climate
Of Dependency
Difficulties In
Coordinating
Programs With
Organizational
Initiatives

Resentment Of
Mentees
Role Conflicts
Between Boss

Costs And Resources

Associated With

How to Start a High-Impact

Mentoring Program

Design Your Mentoring Program

Attract Participants for Your
Mentoring Program
Connect Mentors and Mentees
Guide Mentoring Relationships
Measure Your Mentoring Program

Starting A Program

1) Assess the needs and resources

available
2) Design the parameters of the
program
3) Plan how the program will be
managed
4) Implement the programs
5) Continuously evaluate the program
and adjust as needed

Mentoring Steps

Identify Interest
Design the Program
Make Good Matches
Establish Clear Expectations
Evaluate

Top 10 Qualities of a Good Mentor

Willingness to share skills, knowledge, and expertise.
Demonstrates a positive attitude and acts as a positive
role model.
Takes a personal interest in the mentoring relationship.
Exhibits enthusiasm in the field
Values ongoing learning and growth in the field.
Provides guidance and constructive feedback.
Respected by colleagues and employees in all levels of
the organization.
Sets and meets ongoing personal and professional
goals.
Values the opinions and initiatives of others.
Motivates others by setting a good example

Process of Mentoring
Introduction
Foundation
Orientation
Collaboration
Problem solving
Personal framework
Professional framework
Professional development
Transition

Process Of Mentoring

Types Of Mentoring
1. Traditional Face-to-Face Mentoring
2. E-mentoring
3. Multiple Mentoring
a. Group mentoring
4. Mentoring with special groups
a. New employees
b. Workplace Buddy
c. Graduates
d. Apprentices
e. Transferring tacit knowledge from experienced
employee
f. Executives

5. Formal
6. Natural
7. Peer
8. Situational
9. Supervisory
10. Trainee initiated

FRAMEWORK
1.Executive Commitment AND Defining the strategic case, outcomes and
objectives
2.Raise Awareness and Promote Participation
3.Project Coordination
4.Code of Practice and Ethical Standards
5.Selection and Matching
6.Getting Started
7.Training and Learning
8.Planning and Review
9.Exit Strategies