But, depending on the goals of the mentoring relationship, the mentor and Consider these seven key qualities that can help you become an effective mentor . . to , there are two foundational elements to this: "One is love. 3 Coaching Strategies To Help Your Employees Overcome Uncertainty. Mentoring is an effective method of helping inexperienced individuals develop and progress in their profession. The keys to establishing a successful mentoring relationship include creating a relationship of trust Key #1: Develop a Relationship of Trust Supporting professional growth through mentoring and coaching. What are the essential skills that a good coach needs? Whether There are two main types of coaching relationship. The first is . See also: What is Mentoring?.
Forget the jargon, the acronyms, and the buzzwords. Being clear when you communicate the lessons you've learned, or the strategies or guidance you're offering, is essential, as is your level of desire to communicate the intricate details in a way that makes sense and that your mentee can understand and learn from. Preparedness Being a mentor means making an important, serious commitment to someone, so give your mentee--and the process--the respect he or she deserves.
Show your faith in your mentee's abilities and in the process by preparing for each mentoring session. This isn't a stream-of-consciousness deal or a "go-ahead-and-pick-my-brain" process. Yes, it's important for your mentee to actively participate and even take the lead in these sessions.
But you should ask your mentee what topics or subjects he or she wants to talk about beforehand, and once you know, you should outline the key points you want to focus on ahead of time, and have a plan ready for imparting your details in an effective and expedient way.
Approachability, availability, and the ability to listen Your mentee must feel comfortable approaching you for advice or consultation; however, he or she must keep your availability and your schedule in mind. So, it's good policy to establish a set day and time for regular sessions or meetings.
In this hurry-up-and-make-it-happen world, it's important to be prepared and make the most of the time you've got with your mentee. You owe that to him or her, to the process, and to yourself.
The Differences Between Coaching and Mentoring and How They Benefit Your Organization
And once these time parameters are established, you must keep your commitments wholeheartedly and be ready to listen well and with an open mind, along with providing counsel and advice.
Honesty with diplomacy Any questions that aren't addressed can lead to concerns and problems, so you owe it to your mentee to be candid and straightforward with him or her. Dispense with formalities and really help facilitate an open, even lively dialogue--a give-and-take--and don't beat around the bush in offering your constructive feedback, good and bad.
- The Differences Between Coaching and Mentoring and How They Benefit Your Organization
Say what you think your mentee needs to hear from you, not what you think he or she might want to hear. Be willing to debate and discuss in a tactful way. Provide useful, honest guidance while ensuring that your mentee takes the reins and makes his or her own decisions as to next steps or the best course of action.
Inquisitiveness Being a mentor also means you should continue learning about what's going on in your industry or business, your school, your community, or the world at large. What worked a decade ago may not be optimal today, and what works today may not work as well one, two, five, or more years from now.
So, continual learning is essential if you plan to continue to be an effective mentor. Always keep an alert eye on trends, topics, and developments that may impact you or your role, both now and in the future. And if your mentee asks you something you don't know the answer to, do yourself and your mentee a favor and follow up to find the answer. Objectivity and fairness Remember that a mentoring relationship differs from a friendship.
Yes, you like your mentee and care about seeing him or her succeed, but that doesn't mean you have to socialize with your mentee or follow or friend him or her on social websites like Twitter and Facebook. LinkedIn, specifically designed for business networking, may be a more appropriate connection to establish with your mentee. Also, ensure that there's no hidden agenda or ulterior motives involved in this relationship.
Outside of the mentor-mentee relationship, you don't owe your mentee any favors, and he or she doesn't owe you anything except his or her thanks. Is coaching just therapy by another name? The key difference between coaching and the therapies is that coaching does not seek to resolve the deeper underlying issues that are the cause of serious problems like poor motivation, low self-esteem and poor job performance.
Coaching and mentoring programmes are generally more concerned with the practical issues of setting goals and achieving results within specific time-scales. It is possible for someone who has underlying issues to experience success within a coaching context even if the underlying issues are not resolved.
This is driven in part by the professional restrictions and barriers that have traditionally been placed around psychology and the therapies, but is mostly due to the fact that psychological assessment is a complex process that does require specialised training. Client progress is always monitored and coaches and mentors watch for signs which may indicate that a client requires an assessment by a trained therapist.
Some coaches will on-refer a client to an appropriate therapist if this is felt to be useful. Other coaches will conduct a coaching programme in parallel with a therapeutic intervention. Therapy is, if anything, an extension of what happens in a coaching relationship, it is forward focused and aimed at life improvement or enhancement.
It is about moving on and breaking free from problems and issues that have held people back and prevented them from getting all they can from their lives.
Therapy is also time-limited and based on an assessment of needs. It is quite rare now to encounter therapies that involve open-ended interventions that last for many years.
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Psychologists who apply therapeutic approaches are also ethically and professionally bound to work with clients only if measurable value can be demonstrated, this means that if people do not actually NEED therapy, it is not ethical for providers to continue providing the services. This means it is possible to offer the appropriate level of service depending on immediate needs and client preferences. If the client is not sure what type of service would benefit them the most, they should be encouraged to secure a professional assessment by an appropriately qualified provider.
In some countries such as the UK, there is goverment regulation in place for psychologists. A small number of restricted titles have been identified by the Govt for the purpose of ensuring that the public can be assured that any professional using these titles is appropriately registered under the regulatory framework.