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Mentoring 
 Future Leaders

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<strong>Mentoring</strong> <strong>Future</strong> <strong>Leaders</strong><br />

Module 5: The<br />

<strong>Mentoring</strong> Process<br />

© Learning Link International<strong>
</strong><br />

April 2005<br />

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Content 2<br />

Learning Outcomes 3<br />

Key <strong>Mentoring</strong> Principles and Beliefs 5<br />

A Six Step <strong>Mentoring</strong> Model 6<br />

David Clutterbuck’s Version of Structure and Process 7<br />

Step 5: Strategise, Observe, Take Action and Give Feedback 8<br />

Step 6 : Evaluate, Redefine or Terminate the Relationship 10<br />

<strong>Mentoring</strong> Challenges 11<br />

Lessons From Experienced Mentors 14<br />

A Few Reminders 15<br />

Take a Look Into the Crystal Ball … 16<br />

Appendix A: 17<br />

Option 1: Guidelines for Getting Started 17<br />

Option 2: Setting the Tone for the First Session 19<br />

Option 3: Clutterbuck’s Checklist for a First Session 21<br />

Option 4: Role Play Exercise: Taking Stock 23<br />

The Lifestyle Wheel 24<br />

Appendix B: Finding Direction 25<br />

Option 1: “Determine the Focus” Checklist 25<br />

Option 2: Formulating Outcomes 27<br />

Option 3: Setting Objectives 28<br />

Option 4: Facilitating a “Best Fit” Position 29<br />

Option 6: Boyatzis’ Self-directed Development Model 31<br />

Appendix C: The Process 33<br />

Model 1: COPER: The Body of a <strong>Mentoring</strong> Session 33<br />

Model 2: Gareth Lewis’ 3D <strong>Mentoring</strong> Model 33<br />

Model 3: Recurring Patterns in <strong>Mentoring</strong> Sessions 34<br />

Example B: Self-observation of Planning and Scheduling 35<br />

Designing Practices 36<br />

Method 3: Working With Meaning Structures 37<br />

The Cycle of Growth 38<br />

Appendix E: Mentor’s Self-observation Sheet 39<br />

Module 5 - The <strong>Mentoring</strong> Process Page ! 1

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