Mentoring Future Leaders

Mentoring Future Leaders
when those feelings are wilfully suppressed. Ironically, there is
even anxiety when success is achieved – we fear we may not
measure up to the expectations placed on us by ourselves
and others.
Often a part of the mentor’s role is simply to be
there for his/her mentee, to listen, to comfort,
to be a friend.” (Gordon Shea, 1997, p31)
Application
How can you assist a protégé with personal, organisational or career
changes? What are the “do’s and don’ts”?
© Learning Link International
April 2005
Gordon Shea’s Guidelines for
Managing Change
The following will go a long way in helping mentees to deal with change:
• A vision of how things will be once the change has happened.
• Time to come to terms with the change.
• An opportunity to change behaviour/learn new skills
• Coping mechanisms to manage the stress of change.
• Time to consider the meaning of the change, and to internalise and
own the change.
Context shifting is an important technique to help people to embrace
change. This mental adjustment needs to be positive, instead of
anticipating a catastrophe. Helping the mentee shift his/her mental context
from today’s problems to tomorrow’s success, can be very productive.
Module 4 - Mentoring Skills Page ! 1