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Leadership Is Mentoringship
All leaders need their own mentors! A mentor is someone who is wise and can always be trusted. Mentors are often viewed as counselors, teachers, coaches, advisors, positive role models, friends, or advocates. In short, a mentor is a person of influence who is probably older than the mentee and who is considered an expert in a particular field. Mentors are interested in developing others’ leadership, gifts, talents, and abilities.
Mentors have both interpersonal and professional relationships with mentees. They help them with their personal goals and tailor their approach to the mentor’s personality and current issues. Mentors also guide others based on their mentor’s culture, ethnicity, gender, and experience. Mentoring has many benefits. Mentors will mostly benefit from exposure to new knowledge, a new outlook on life, and a new way of thinking about their craft.
A mentor will learn because the mentor uses different teaching methods, many of which may differ from their own. In addition, he will learn by seeing things through the eyes of a mentor as partners share their insights. The mentee will benefit by improving their character, ethnicity, morale, performance, retention rates, commitment, knowledge, and more. Other benefits include the development of new skills, increased self-confidence, increased cooperation and positive behavior patterns.
A mentor can also benefit from being mentored by others. He can gain leadership attributes and better understand leadership as a whole as it relates to the mentor’s personal development. A mentoring partnership can be an enriching experience. You can develop your leadership and communication skills as well as contribute to your own career advancement.
Mentoring can also give you a great sense of personal satisfaction, knowing that you are helping someone else learn and grow professionally and personally.
Mentors can apply their leadership skills to the organization, especially by working with others from different backgrounds. They can gain knowledge that will improve their time management, communication and networking skills by meeting regularly with a mentor.
Most importantly, the mentee gains satisfaction from enriching their mentee’s life. In this way, they give back to the community as they teach others to become future mentors themselves. The process is cyclical in nature and it serves mentors and mentees alike.
Mentoring sessions can be set up in four different ways:
1. Informal structured sessions. It is a series of casual and quiet encounters over a short period of time (short-term – for example, thirty days or less).
2. Informal structured sessions. It is a series of meetings that continue over a longer period of time (long-term – for example, two years or perhaps indefinitely).
3. Highly structured sessions. It is a series of meeting sessions scheduled for a short period of time (short term – for example, thirty days or less).
4. Highly structured sessions. It is a series of meeting sessions that will continue over a longer period of time (long-term – for example, two years or perhaps indefinitely).
Again, the arrangement of these meetings will vary by individual, culture, ethnicity, gender, history, location, experience, needs, and issue.
Before the meeting sessions take place, mentors should be aware that there are a number of dos and don’ts while being with the mentor. Below is a list of dos and don’ts that mentors should do in meeting sessions:
1 Recognize the areas where you can offer: information, skills, experience, etc.
2 Recognize areas in which you lack the necessary skills and refer the mentee to other resources.
3 Agree on a specific schedule date and time to interact with the mentor – this is at least once a week or once a month.
4 Ask your mentor to help you decide on a topic and plan activities.
5 Help him make connections between his actions today and his dreams and goals for tomorrow.
6 Be sure to be open with your mentee, but avoid being overtly critical at first.
7 Be loyal to your mentor.
8 Be open to new experiences and different ideas
9 Be patient and develop trust.
10 challenges, motivations, inspirations and encouragements.
11 Clarify expectations about how much guidance you will offer.
12 Provide examples of personal experiences and challenges – where appropriate.
13 Talk openly about useful information.
14 Contact your mentor if you haven’t heard from them in a while.
15 Decide how you will communicate in the future or at the next meeting.
16 Review all money transactions for any meeting session, activity, etc.
17 Discuss and define common goals and purpose of the meeting.
18 Address any questions or concerns.
19 Consider training and education opportunities.
20 Discussions between you and your mentor are confidential.
21 Encourage self-directed reflection, analysis and problem solving.
22 Designate a safe place to meet with your mentee.
23 Create a phone number to contact your mentor.
24 Schedule a time and date to meet with your mentor.
25 Create an address to contact your mentor.
26 Establish boundaries with your mentor.
27 Explain to your mentor why you think his behavior is acceptable or unacceptable.
28 Explore positive and negative outcomes.
29 Meet your mentor.
30 Ask your mentor to trust you.
31 Make eye contact with your mentor as you speak.
32 Give your mentor negative and positive feedback.
33 Give all points of view a fair hearing.
34 have mentor and mentee evaluation.
35 Have fun with your mentor.
36 Identify the mentor’s interests and take them seriously.
37 If you have a concern that is beyond your ability, refer someone else.
38 Influence the mentor through constructive feedback.
39 Leave messages on your mentor’s voicemail to cancel appointments.
40 Leave messages on your mentor’s voicemail to confirm appointments.
41 Listen carefully and suggest possible solutions.
42 Look for signs of improvement.
43 Make sure the mentor knows you’ll see him again.
44 Measure Relationship Success with the Mentor Disclosure Scale.
45 Offer alternative perspectives.
46 participation in periodic evaluations.
47 Presenting information carefully without distortion.
48 Making progress toward meeting your teaching goals.
49 Protect your mentor’s health and safety.
50 Provide relevant books, web resources, articles or other resources to the mentor.
51 Provide job shadowing opportunities or site visits.
52 Provide professional networking opportunities.
53 Recommend development activities.
54 Remember to encourage your mentor.
55 Ask for long-term career guidance.
56 Respect the uniqueness and respect the integrity of your mentor.
57 Serve as a resource expert.
58 Set realistic expectations and goals for your mentor.
59 Suggest methods to promote mentor growth.
60 Think of ways to solve the problem together.
61 Try to achieve your goals.
62 Watch your time management.
63 Work together to discuss developmental expectations, set goals, and finalize a formal mentoring agreement.
64 You can include others (eg spouse, friends, other mentors/mentees and relatives) only if necessary.
65 You can ask for help if the mentor gets out of control.
should not do
1. Don’t pass judgment on your mentor.
2. Don’t spend an excessive amount of money on unrelated subject materials.
3. Do not bring anyone with you when you are with your mentor.
4. Do not show any type of misconduct or participate in illegal activities.
5. No sleepovers or physical contact.
Mentors and mentees should match their interests, education level or field of study, needs, career aspirations, leadership experience, availability and location. More leaders should consider participating in a mentoring program to train the next generation. When considering mentoring, a leader must answer the following questions: If you are a mentor, who are you teaching, developing, or training? Do you help people in your family? How do you give your knowledge back to your community? Who is your personal mentor? How much time do you spend working on your personal talents and abilities? Every organization should have a mentor or a mentoring program. If you are interested in starting a mentoring program, please follow the steps below:
1. Get others to volunteer to be mentors.
2. Get a mentor program coordinator.
3. Develop a mentor application form
4. Develop a mentor application form
5. Ask others to sign up for the mentoring program.
6. All forms must be submitted to the Mentor Program Coordinator.
7. Mentors and mentees must match each other.
8. Mentors and mentees will be notified of their match.
9 mentors will be contacted with details of their assignment mentor.
10. The mentor will be provided with program details along with program instructions.
11. It is the mentor’s responsibility to contact the mentee to initiate the mentoring process.
12. The schedule of topics and activities should be discussed and agreed upon at the first meeting.
Try to maintain a positive mentoring relationship with your mentor for as long as possible. If all goes well, the relationship can last a lifetime. But if this is not the case, then the leader must inform the mentor in advance of the date and time of the final session. Mentoring can be completed due to goal achievement, personal development or educational experience. On the downside, the mentorship could end because the pairing was just a bad match.
It’s all about leadership, whether you’re the leader of a nonprofit, a small business, a Fortune 500 company, or a line crew. Remember, a great leader will always work on their morale, character, influence, commitment level, communication, innovation, decision making, problem solving and their administrative and mentoring skills. Don’t hesitate to evaluate yourself and make necessary improvements to become a better leader. Remember, the world needs greater leaders to prepare, train and educate tomorrow’s leaders.
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