Guidance on mentoring
Mentoring is a key part of helping others to develop. Mentoring is generally done outside of a manager/subordinate role. It usually involves long term development around an
individual's career.
It is important to remember that during any mentoring session, the mentor should be asking questions and guiding the learner, rather than telling them what they should be doing. As someone with greater work/life experience you are helping them to develop - not trying to create someone in your own image.
Mentoring relationships work best when both the mentor and the individual receiving mentoring are committed to the relationship and are clear on its aims and limitations.
The following four stage model is useful:
| GOAL | focus on the future, and on what the individual wants to achieve - not where you think they should be aiming. |
| REALITY | help the individual to establish where they are now. Give feedback if necessary |
| OPTIONS | help the individual to identify the different ways they could get from where they are to where they want to be. Share your own experience appropriately. |
| WAY FORWARD | agree an action plan - with SMART* objectives and review points - that is practical for everyone. |
*Smart objectives should be S - specific, M - measurable, A - agreed, R - realistic and T - timed.
Do: |
Don't: |
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