COURSE OVERVIEW:
Mentoring is sharing knowledge, skills and life experience to guide another towards reaching their full potential; it’s a journey of shared discovery. Mentoring is a positive, supportive relationship, encouraging people to develop to their fullest potential.
Mentoring is multi-faceted; it can be formal or informal and may change and evolve as the needs of the mentee change. A mentor can be a role model, coach, sounding board, voice of reason, counsellor and a trusted resource. Mentors care and assure their mentee that they are not alone in dealing with day-to-day challenges. They help them believe that they matter.
Mentors listen objectively and act as a sounding board. They ask questions that encourage mentees to look at issues from a variety of perspectives and focus on problem-solving, decision-making and solutions. They challenge traditional ways of thinking and encourage strategies outside of their mentee’s comfort zone.
Mentors can prepare their mentees for professional careers and assist with their workplace skills. They raise the bar regarding a mentee’s potential and provide guidance, support, encouragement and constructive feedback.
The purpose of mentoring is to tap into the existing knowledge, skills, and experience of high performing employees and transfer these skills to newer or less experienced employees in order to advance their careers. The goals and outcomes of mentoring programs within organisations will differ depending on the parameters of the relationship. However, the essential purpose of mentoring stays the same.
Ultimately, the mentor acts as a role model for the mentee, but the mentoring relationship can be beneficial to both parties involved, as well as for the organisation. It can help the mentee develop new skills and a larger network. For the mentor it serves as a way to give back and can also be a learning experience. For an organisation, mentoring can help mould new hires and instil loyalty in employees, thus reducing the turnover rate.
This course provides quick access to the basic concepts and techniques applicable to the mentoring model of learning. And offers immediate guidance that mentors can use to maximise their contribution to the development of significant mentee competencies. It also provides a comprehensive explanation of the mentoring model as a valuable source of learning within the modern workplace.
The first part of this course starts by providing a precise orientation to highly significant points mentors must initially understand about the one-to-one approach to learning. Then presents a concise overview of the complete mentor role. Then clarifies the idea of phases in the mentoring relationship. Also, explains in detail the particular relevance and application of the six mentor dimensions.
The second part begins by offering guidance in maintaining a mentee journal. Then suggests learning activities for mentees. Then describes a number of specific, identifiable mentoring skills that enable learning and change to take place. Finally, discusses the benefits of mentoring and the different roles a mentor may be required to take, then explores how to mentor using the GROW model.
LEARNING OUTCOMES:
By the end of this course, you will be able to understand:
· The importance of mentoring
· The mentor role
· The six mentoring dimensions
· The mentoring model of learning
· The actions and purpose of the mentor
· The phases of the mentoring relationship
· The concept of phases of the mentoring relationship
· How to apply the six mentor dimensions?
· The relationship dimension including: its essential behaviours, familiarity and barriers
· The importance of creating trust between mentors and mentees
· The mentee experience - acceptance vs. invalidation
· The importance of refraining from instant disagreement
· Why avoid inappropriate competition between mentors and mentees?
· The informative dimension and its essential behaviours
· How to avoid the quick fix?
· Why provide tailored advice, not platitudes?
· How to use of the mentee profile form?
· The importance of networking
· How to assess the value of information?
· The facilitative dimension and its essential behaviours
· How to learn to interpret stress?
· How to protect mentee decisions?
· The confrontive dimension and its essential behaviours
· The four important variables of the confrontive dimension
· The mentor model dimension and its essential behaviours
· The importance of motivation
· The value of self-disclosure and issues of disclosure
· How to deal with mentee related risks?
· How to personalise the relationship with a mentee?
· The employee vision dimension and its essential behaviours
· How to recognise mentee potential?
· The mentor reservations and communication concerns
· The consequences of communication avoidance
· How to initiate and manage change?
· How to maintain records of mentoring sessions?
· The mentee learning activities
· The skills for successful mentoring
· The identification of mentoring skills
· The mentoring skills model
· The core mentoring skills
· The critical skills for mentors
· The benefits of mentoring for the mentor, mentee and the organisation
· The different roles a mentor may be required to take including: coaching, counselling, networking and facilitating
· How to mentor using the GROW model?
COURSE DURATION:
The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.
COURSE REQUIREMENTS:
You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.
COURSE DELIVERY:
Purchase and download course content.
ASSESSMENT:
A simple 10-question true or false quiz with Unlimited Submission Attempts.
CERTIFICATION:
Upon course completion, you will receive a customised digital “Certificate of Completion”.