MENTORING
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What is Mentoring
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Mentoring Objectives
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What is a mentor?
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Stages and mentoring plan
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Characteristics of a good mentor
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Standard plan
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LIBRARY
what is mentoring
Mentoring is a business tool that guarantees continuous learning, motivation and development of people in organizations.
It basically consists of learning from the experience of another person (the mentor) who teaches, advises, guides and helps their mentee (the disciple or apprentice) in their personal and professional development, investing time, energy and knowledge.
Knowledge is one of the most valuable resources for any company.
How to generate it more quickly, how to transfer it better or how to share it is key to be able to respond to problems that are more complex every day and that are generated more quickly.
The philosophy of mentoring is based on the idea that every individual has potential with the capacity for development that needs to be explored and enhanced with the help of a guide.
The mentor takes on the role of guide, channel of contacts, promoter of challenges and also a source of continuous learning through experiences.
Thanks to the mentor, the mentee will be able to achieve higher professional goals, overcome increasingly difficult challenges, make smart decisions with more confidence, learn new skills and feel more valued and trusted. The benefits of Mentoring for a company are truly infinite.
Mentoring Objectives
The program of Mentoring must have clear objectives in order to measure its results later.
after show We must be able to analyze whether it has been possible to meet the initial objectives set out in the plan and evaluate the actions to be taken.
Improve the confidence and security of the apprentice or tutor
Generate networking and creation of contacts
Increase motivation and self-motivation
Improve communication skills at all levels
Increase autonomy, self-esteem and initiative
Streamline analysis and decision making
Improve organization and setting realistic goals
Transmit the appropriate knowledge for the advancement of the mentee.
What is a mentor?
It is the person who transmits his knowledge based on years of experience to a mentee or apprentice.
In a mentoring program, he acts as a counselor, a source of inspiration, energy and motivation.
Its main objectives are to guide, stimulate, challenge and help enhance the capacity and talent of a person on a professional and personal level.
Stages and mentoring plan
When we talk about the stages in a mentoring program or phases of mentoring, we refer to 4 well-defined stages. These phases of the mentoring program are as follows:
1- Build the relationship between mentor and mentee
2- Exchange information and set goals
3- Define the work and actions to achieve goals
4- End of the relationship between the mentor and the mentee and planning for the future
STAGE 1: BUILDING THE RELATIONSHIP BETWEEN MENTOR AND MENTEE
In this first stage, the two parties get to know each other and build trust. In this first meeting, mentor and mentee talk about themselves, their experiences, backgrounds, interests, and goals. It is also used to set the conditions, confidentiality and agenda among others.
The frequency of contacts and the means (personal meeting, videoconferences, etc…) will be established.
STAGE 2: INFORMATION EXCHANGE AND GOAL SETTING
In a second stage of the program, the mentor and the mentee exchange much more information and begin to build the goals and objectives of mentoring.
Together They must agree on the main challenges of the program, the objectives to be achieved and the skills and knowledge that they seek to work on and improve... This stage is critical for the success of mentoring.
STAGE 3: DEFINE THE WORK AND ACTIONS TO ACHIEVE THE OBJECTIVES
once established Contact and exchanged basic information, we will have set clear and achievable goals.
The mentor will help his student to achieve his goals through advice, recommendations, conversations, written or audiovisual material and also introducing the mentee in the appropriate circles for a good development of his work.
STAGE 4: END OF THE MENTOR-MENTEE RELATIONSHIP AND PLANNING FOR THE FUTURE
At the end of the mentoring, the mentor and the mentee will meet to evaluate the fulfillment of the objectives of the mentoring program... Has it been achieved? What extent? Why have some objectives not been achieved?
After this evaluation, it is time to create a map of the learner's next steps.
The mentor will guide his mentee to set future challenges, offer other types of support, define channels through which they can continue to maintain a relationship... And thank each other for the support provided! To celebrate !
Characteristics of a good mentor
- He does not transmit only things that are theoretical and written, he goes beyond his experience and talks about real situations and provides him with contacts and opportunities.
- Helps your protégé to think more deeply, “out of the box”. He talks about rational and emotional facts.
- Try to make your learner able to see things in context.
- Stops his impulses to solve the problem by himself, guides his mentee to the solution. Provides help.
- Your protégé is responsible for his own growth, you just have to guide him.
- Increase the confidence of the mentee by providing continuous support and that he notices the continuous support.
- Motivates and challenges the learner to achieve their goals. He is respectful and flexible. He has a cordial treatment and likes humor.
- Reflect with him or her on past success strategies that could be applied to new challenges.
- Share your ideas and your personal vision with the mentee.
- He rejoices and shares that joy when the mentee succeeds.
tandard plan
The first phase consists of establishing a free half-hour contact in order to know the concerns of the mentee or student.
The second phase and once the objectives to be achieved with the mentoring have been set, a class of one hour per week to advance in training and achievement of the objectives set.
Subsequently, until further evaluation, it is recommended to have meetings of one hour per week to progress adequately until the mentee feels comfortable in the development of their work.
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