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