Apoorva Ppt Mentoring Techniques for Employees

8/9/2019 Apoorva Ppt Mentoring Techniques for Employees

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Mentoring techniques for

employeesMade by:Apoorva SinghAnkita MathurAnkita KhulbeAnshul Shukla


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MENTORING

Mentoring is the process of sharing your

knowledge and experience with an employee.

Mentoring can be informal or formal: Informal mentoring takes place

spontaneously between senior and more

junior employees.

Formal mentoring occurs through a program

with an established structure.


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Cont

A mentor can be an employees manager or

not

Management typically involves at least someemployee mentoring.

In formal mentoring programs, the mentor is

typically not the employees manager.


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A MENTOR SHOWING WAY AHEAD TOMENTEE


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OBJECTIVES OF MENTORING

PROGRAM

yTo retain and advance talented employees.

y To retain and advance women and minorities.

yTo give mentors satisfaction and a rewardingexperience.

y To open up new channels of communication,information, and education.

y To demonstrate that the organization investsin people and encourages opportunity for adiverse workforce.


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ROLE OF A MENTOR

TEACH ENCOURAGE COUNSEL BEFRIEND

MODEL AFFIRM LISTEN ACCEPT

INFORM INSPIRE PROBE RELATE

CONFIRM CHALLENGE CLARIFY

PRESCRIBE SUPPORT ADVISE

QUESTION

The role of all mentors:

- Support learning process with feedback.- Share unique experience and knowledge.- Guide, counsel, support, coach, encourage.- Meet with employee on a regular basis.


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ROLE OF EMPLOYEES IN MENTORING

RELATIONSHIP

y Maintain confidentiality and assist in creating a

climate of trust.

y Follow through on any commitments made.

y Obtain opinions from the manager in identifying

areas for further development.

y Inform the manager of the mentoring meeting.

y Participate in the program-evaluation process


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ROLE OF MANAGER IN MENTORING

PROGRAM

Provide information to the employeeconcerning developmental areas.

Support the mentors and the employeesparticipation.

Respect the confidentiality of the mentoringrelationship.

Participate in program evaluation. Give appropriate credit to employees and

mentors for participation


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RESPONSIBILTIES OF MENTOR

y Assist the employee in developing talents.

y Allow the employee to grow and become more

independent.y Foster a sense of risk-taking and independence.

y Balance the responsibilities you take on for theemployee.

y Listen to and acknowledge the employee without

undermining the role of the manager.y Encourage the employee to resolve problems directly

with the manager.


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REASONABLE EXPECTATIONS IN A

MENTORING RELATIONSHIPy Mentors can expect employees to:

y Accept the relationship.

y Meet as often as appropriate.

y Ask for suggestions and advice.

y Listen, apply advice, report the results.y Keep any commitments made.

y Maintain confidentiality.

y Give opinions on the relationship.

y Work out any minor concerns.

y Employees can expect mentors to:y Have regular face-to-face meetings.

y Provide sound advice.

y Maintain confidentiality.


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MENTORING TECHNIQUES

Informal-conversations that happens by chance or by arrangement.

Formal-relationships in a structured program.

Peer monitoring-two colleagues mentor each other.

Reverse-mentoring-executives mentored by non-executives.

Cascading mentoring-each level of an organization mentor those

below.

Group mentoring-one mentor meets with several mentees.

Mentoring round-tables-peers interact in a group mentoring

conversation.

Mentoring circle-facilitated group, each person mentors one person

and is mentored by another.

Mastermind mentoring and business coaching-experts coach a

novices.


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MENTORING APPROACHES

Role modelingDemonstrate behavior that

the employee observes and then tries out.

Role playing

Both enact a scenario to gaininsight on how to be effective in a situation.

Empty chairThe employee addresses an

empty chair representing the other person in

the role play; the mentor sits next to the

employee and coaches.


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PROCESS OF FORMAL MENTORING

y Regular communicationmeet once a month or

more.

y At the beginning, write a contract defining the

objectives.

y Write a review each quarter.

y The relationship lasts about 1 year.

y There is no access by the mentor to the

employees personnel records.

y The interaction is confidential.

y There is no interference in the management


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STEPS IN IMPLEMENTING A

MENTORING PROGRAM

yOrganize a committee of employees to design theprogram.

y Announce the program, and invite mentors and

employees to separate meetings.y Pitch the program to managers and senior

employees.

y Train mentors and employees separately.

y Hold a meet your mentor meeting.y Have employees fill out forms on themselves and

their mentor preferences.

y Pair mentors and employees.

y Mentors and employees hold an initial meeting


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MENTORINGCONVERSATION

The mentoring conversation aims at facilitating self-

development. It is based on four questions:

Where am I now?

Where do I want to be?

How do I get there? And

How am I doing?


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MENTORINGPROGRAMS

Mentoring programs are designed to achieve:

Strategic objectives for companies or government

agencies;

The career aspirations or professional development of

individuals; or

Support young or disadvantaged people.


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Mentoring process

The role of the mentor is to build an image , ask questions,

listen and elicit the mentee's own wisdom.

The mentor need not to be older, wiser or specialized but he

need to be skilled in leading a mentoring conversation. The mentoring conversation invites the mentee to reflect on

their own experience , issues and problem.

Learning cycle goes like it-(sort-decide-plan-implement).


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BENEFITS OF EMPLOYEE MENTORING

PROGRAM

Employee satisfaction

Employee retention

Employee productivity

Career growth/Succession planning

Quality

Synergy


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Difference between mentoring and

coaching

COACHING: is used when there is a well defined goal that isbased on improving skills and performance.

MENTORING: is valuable for career development, providing

general guidance, setting and achieving goals, making

decisions or facilitating problem solving.


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THANK YOU

Apoorva Ppt Mentoring Techniques for Employees

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