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 London women’s Leadership Network mentoring programme  London women’s Leadership Network mentoring programme

London women’s Leadership Network mentoring programme - PowerPoint Presentation

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London women’s Leadership Network mentoring programme - PPT Presentation

Lis Merrick 08 May 2017 Coach Mentoring Ltd 2017 1 101116 Lis Merrick 2 Background in HR Consultant specialising in mentoring amp coaching Visiting Fellow Sheffield Business School UK ID: 775851

mentoring 2017 coach role mentoring 2017 coach role direction model setting merrick time mentor process dilemmas work lis life

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Presentation Transcript

Slide1

London women’s Leadership Network mentoring programme

Lis Merrick 08 May 2017

© Coach Mentoring Ltd 2017

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Lis Merrick

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Background in HRConsultant specialising in mentoring & coachingVisiting Fellow – Sheffield Business School UKPresident of the EMCC UK

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What is your experience of Mentoring? And How would you describe Mentoring?

Let’s share our experiences…

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Mentors

Influence

Directive

Psychosocial

Support

Career Functions

Mentees LearningNeeds

Organisational mentor

Non-Directive

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Which roles do you prefer to play?

Sponsor Guide Role Model Professional Friend Thinking Partner Sounding Board Challenger Performance Coach

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Talent management mentoring wheel

Merrick and Stokes 2008

EmotionalFunctions

CareerFunctions

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Role model mentoring

So what type of role model are you?

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Role model mentoring

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So where do you do your deeper thinking or reflection?

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Phases of reflective space

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External

Energy

Internal Energy

Normal Working (High Activity)

Framing

Implication Analysis

Insight!

Options

Action

Re-framing

Time

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The Three Stage Process

So let’s have a mentoring conversation

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The Three Stage Process

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Phases of the mentoring relationship

Intensity of learning and value added

Time

Progression

BR = Building Rapport

BR

SD

SD = Setting Direction

MO

MO = Moving On

Winding Up

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First conversations are about…

Getting to know each otherBecoming relaxedBuilding trustAgreeing how to work together

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Mentoring agreement

Expectations:Of the relationshipFor learningResponsibilities: To one anotherTo othersRespect and value each other’s perspectiveConfidentiality

Any boundaries?Meeting logisticsNote takingCommitment to openness/honesty, giving/receiving feedbackWhen and how to review and measure progress?

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Setting Direction in Your Mentoring

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Direction Setting

Begin to define your mentee’s goalsWhat does success look like for your mentee?Success = Achieving what you value in life

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Direction Setting

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Career AmbitionConfidenceBarriersNHS culture & politicsWork relationships Work life balanceWhat else?...

So what do you think you will talk about?

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So how should you prepare for sessions?

Reflect on last session

Complete any actionsConsider your use of process in the mentoring conversationHave a break before the session itselfWhat else can you do?

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Mentor Competencies

Committed to own learningInterest in developing othersRapport building/ relationship managementGoal managementHumilitySelf-awarenessEmotional intelligenceBusiness/ professional savvySense of proportion/ humourCommunicating: asking questions, explaining, using story etcListening!

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Dilemmas in Mentoring

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Common mentoring dilemmas

Mismatch of expectations Personality clashLack of commitment Pressure of time/work Mentor’s lack of confidence in their ability to be a mentor

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Overcoming dilemmas

Re-contractReviewGive open and honest feedbackChallenge

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The ‘Dark Side’ of mentoring

DependencyManipulation (e.g. to mentor’s agenda)Potentially, narrowing the mentee’s perspectivesNegative role modelling

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Questions…

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Lis Merrick

Lismerrick@coachmentoring.co.ukwww.coachmentoring.co.uk

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