Recomendados
Recomendados
Más contenido relacionado
La actualidad más candente
La actualidad más candente (20)
Similar a How to be an effective mentor
Similar a How to be an effective mentor (20)
Más de Renee Yao
Más de Renee Yao (19)
Último
Último (12)
How to be an effective mentor
- 1. How to be an Effective Mentor Renee Yao President of Women L.E.A.D. Toastmasters 1st place Fall Fusion Evaluation District Contest Winner Content credit – see links provided on each slide
- 2. Agenda • The Mentoring Skills Model • Six Things Every Mentor Should Do • Break-out Exercise
- 3. The Mentoring Skills Model credit
- 4. Six Things Every Mentor Should Do
- 5. Six Things Every Mentor Should Do 1. Choose Mentees Carefully
- 6. Six Things Every Mentor Should Do 1. Choose Mentees Carefully Mentees • curious, • organized, • efficient, • responsible, • Engaged Test to see responsiveness
- 7. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team
- 8. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team The primary mentor should function as the go-to person, providing mentees with • Moral support • Career support • Institutional support • Choosing a project focus • Helping build a network • Strategizing for success Mentorship mindset
- 9. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship
- 10. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship • Clarify what your mentee expects from the relationship, match it against your expectations, and reach consensus • Establish a cadence for communication. • Make it clear that accountability isn’t optional.
- 11. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship 4. Head Off Rifts…or Resolve Them
- 12. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship 4. Head Off Rifts…or Resolve Them • Vocal • Silence • Resolve
- 13. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship 4. Head Off Rifts…or Resolve Them 5. Don’t Commit Mentorship Malpractice
- 14. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship 4. Head Off Rifts…or Resolve Them 5. Don’t Commit Mentorship Malpractice 1. Taking credit for your mentees’ ideas or usurping lead position on their projects 2. Insisting that your mentees advance your projects rather than allowing them to develop their own work 3. Handcuffing your mentee to your timeline, slowing their own progress when you are slow to get back to them 4. Discouraging your mentees from seeking other mentors, which may stoke your ego but isolate them from broader learning and recognition 5. Allowing mentees to repeat common self-destructive mistakes — what we call “mentee missteps” — without reining in such behavior
- 15. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship 4. Head Off Rifts…or Resolve Them 5. Don’t Commit Mentorship Malpractice 6. Prepare for the Transition
- 16. Six Things Every Mentor Should Do 1. Choose Mentees Carefully 2. Establish a Mentorship Team 3. Run a Tight Ship 4. Head Off Rifts…or Resolve Them 5. Don’t Commit Mentorship Malpractice 6. Prepare for the Transition the mentee has achieved real expertise and has a coping, generous personality Content credit
- 18. Weakness • Weakness • How to Overcome • Outcome Example: • Weakness: “Not much confidence.” • How to overcome: “Remind myself that I can BS my way through it, if necessary.” • Outcome: Gave a well-organized, convincing speech. Grade = A
- 19. Strength • Strength • Why is it good • Can I do even better Example: • Strength: good body language • Why is it good: now the awkward “sandwich delivery” method • Can I do even better: here – even bolder; here – less holding hands; here – less repetition
- 20. Breakout • “I have a cat and I love it” • Please come back with: 1. How many ways can you do it? 2. What you like/don’t like? 3. What did your mentor share with you?
Notas del editor
- Beware the diffident candidate who expects the mentor to keep the relationship going, or the candidate who insists on doing things their way. A mentee should be curious, organized, efficient, responsible, and engaged. One way to look for these traits is to test prospective mentees. For instance, we often ask mentees to read a book and return within a month to discuss it. Similarly, we sometimes give a candidate a few weeks to write a review of an article in a relevant area. My mentor asked me to watch tech talks. I not only watched it, but also shared what I liked, don’t like, and how I can improve. I want to be coachable.
- Beware the diffident candidate who expects the mentor to keep the relationship going, or the candidate who insists on doing things their way. A mentee should be curious, organized, efficient, responsible, and engaged. One way to look for these traits is to test prospective mentees. For instance, we often ask mentees to read a book and return within a month to discuss it. Similarly, we sometimes give a candidate a few weeks to write a review of an article in a relevant area. My mentor asked me to watch tech talks. I not only watched it, but also shared what I liked, don’t like, and how I can improve. I want to be coachable.
- Few senior-level people have the time or range of expertise to serve as a solo mentor Think about your current job – from you onboarding to today, how many people have helped you along the way? Think what if in each of those areas, you have identified someone as your mentor (not necessarily have to label them, but more the mindset of having that person as your mentor), you may be able to speed up the process. Midset of being a mentee – come prepared, ask questions, follow up,
- Few senior-level people have the time or range of expertise to serve as a solo mentor Think about your current job – from you onboarding to today, how many people have helped you along the way? Think what if in each of those areas, you have identified someone as your mentor (not necessarily have to label them, but more the mindset of having that person as your mentor), you may be able to speed up the process. Midset of being a mentee – come prepared, ask questions, follow up,
- run a tight ship: Clarify what your mentee expects from the relationship, match it against your expectations, and reach consensus Establish a cadence for communication. Make it clear that accountability isn’t optional.
- Ask yourself – if your reputation is on the line, would you take this person on as a mentee where you can guide and help her effectively? Will you guys see results? Clarify what your mentee expects from the relationship, match it against your expectations, and reach consensus Establish a cadence for communication. Make it clear that accountability isn’t optional. Part of assuring accountability involves making sure that mentees understand that they are, in effect, your student. They should expect and welcome constructive criticism.
- Sometimes this becomes obvious suddenly. VERY VOCAL from the mentee – what? Why would you suggest that I don’t put family first and only take on career? At other times, either the mentor or the mentee may be completely unaware that there is a rift. Mentees weren’t comfortable asking for the resources Mentors must recognize that disagreements and misunderstandings are almost inevitable in these relationships and that the mentor, not the mentee, is responsible for avoiding or repairing rifts.