The Magic of Mentoring

In this course, you will understand what mentoring is about, understand your roles in the process. Gain self-insight into your own interpersonal style and way of relating to others that may affect mentoring interactions. Learn how to start the process up effectively. Learn how to build rapport with their Mentees, deal effectively with potential pitfalls such as dependency and cloning. Use a Socratic style of questioning, use questioning to facilitate change. Coach the softer skills of leadership and EQ and assist the Mentee with career management.

Available as private Face to Face and virtual sessions (max 12 delegates) - £5,535  Plus VAT

Module 1: The Role and Function of the Mentor

Overview

Duration: 90 Minutes

Objectives:

• Clarify the company’s goals and intended benefits of mentoring
• Outline the fundamental principles for mentoring
• Explore and clarify Mentor’s role in more depth
• Identify the Mentor’s development responsibility

Learning points

Knowledge

1. Company’s goals and intended benefits for mentoring
2. Key guiding principles
3. Time and investment required
4. Differentiation between leader – coach – mentor
5. The role and responsibilities of a Mentor

Attitude

1. Empowering
2. Confidence
3. Value-add

Skills

1. How to create and maintain a developmental environment
2. How to identify and clarify developmental priorities and objectives
3. How to promote confidence and self-esteem
4. How to create developmental opportunities

Module 2: Self-insight and Mastery

Overview

Duration: 180 Minutes

Objectives:

• Develop Mentor’s self-insight and awareness of own interpersonal style and way of relating
• Raise Mentor’s awareness as to how his/her style impacts on their mentoring role and relationship
• Highlight potential pitfalls related to their style
• Develop techniques to maximize the effectiveness of their personal style

Learning points

Knowledge

1. The Map is not the territory
2. The helping style continuum
3. Mentoring style/talent
4. The importance of balance
5. The Iohari window
6. Personal development areas

Attitude

1. Continuous growth and development
2. Everyone has potential to grow and change
3. Respect for other people’s maps

Skills

1. Appropriate usage of helping style
2. How to minimize mentoring style/talent pitfalls

Module 3: Getting Started

Overview

Duration: 120 Minutes

Objectives:

• Enable the mentor to prepare effectively for their first meeting
• Encourage a partnership approach to mentoring
• Enable the mentor to use the Start-up kit for the Mentee effectively
• Enable the Mentor to use a mentoring tool-kit appropriately

Learning points

Knowledge

1. The importance of the first meeting
2. The importance of preparation
3. Understanding the contents of the Mentee start-up kit
4. The contents of the Tool Kit

Attitude

1. Mentoring is about partnering
2. I can make this work, I know what I am doing

Skills

1. How to use the Mentee Start-up Kit
2. How to draw up a mentoring agreement
3. How to draft an agenda for their meetings

Module 4: Foundation Principles of Rapport

Overview

Duration: 140 Minutes

Objectives:

• Enable the mentor to create rapport with their Mentee
• Establish a set of core principles essential to mentoring

Learning points

Knowledge

1. What is rapport?
2. Tools to help you built rapport
3. Essential qualities for rapport
4. The core foundation principles

Attitude

1. Respect for the other person
2. People do the nest they can

Skills

1. How to build verbal and no verbal rapport
2. Use the core principles to enhance the mentoring relationship

Module 5: Transactional Analysis for Mentoring

Overview

Duration: 130 Minutes

Objectives:

• To enable the Mentor to identify and deal with ego states
• To enable the Mentor to identify and deal with psychological positions
• To enable the Mentor to identify and deal with scripts and drivers

Learning points

Knowledge

1. The 3 main ego states
2. What these ego states manifest as
3. How the egogram works
4. The psychological positions people take and how this affects mentoring
5. The different drivers

Attitude

1. I am OK – You are OK
2. Its important to understand others

Skills

1. Move in and out of ego states appropriately
2. How to avoid being hooked into negative transactions
3. Identifying ego states, psychological positions and drivers in their Mentee
4. Dealing with the Mentee’s ego states, psychological positions and drivers

Module 6: Your Socratic Questioning Role

Overview

Duration: 180 Minutes

Objectives:

• To enable the Mentor to balance inquiry and advocacy
• To enable the mentor to ask powerful questions in their mentoring

Learning points

Knowledge

1. What do inquiry and advocacy entail
2. Why to ask questions
3. Building rapport with questioning
4. Types of questions
5. A questioning framework

Attitude

1. I need to ask questions and listen more than I talk
2. Questions are the most powerful development tool I have

Skills

1. Balancing inquiry and advocacy
2. How to ask questions effectively
3. Asking the “right” questions at the right time

Module 7: Questioning to Facilitate Change

Overview

Duration: 60 Minutes

Objectives:

• To identify the key communication filters the Mentee may have in place
• To enable the Mentor to use questions to challenge mindsets and deal with filters

Learning points

Knowledge

1. A communication model
2. Common filters
3. Language patterns to challenge

Attitude

1. Communication patterns can impose limits on us
2. Clarity of language and thought is essential to growth

Skills

1. Identify when filters are being used negatively
2. Questioning to deal with filters

Module 8: Coaching the Softer Skills

Overview

Duration: 120 Minutes

Objectives:

• To understand coaching in the context of mentoring
• To build skills in coaching the softer skills the Mentee may require

Learning points

Knowledge

1. The coaching discussion continuum
2. Coaching behavioural framework
3. Types of difficult situations

Attitude

1. Coaching is not telling
2. Feedback is the food of champions

Skills

1. Conduct a coaching discussion
2. Handle difficult discussions