Mentoring Future Leaders
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<strong>Mentoring</strong> <strong>Future</strong> <strong>Leaders</strong><br />
• Ask about the protégés’ future career aspirations.<br />
• Get them to state their strengths and weaknesses.<br />
• Get them to analyse their achievements and experiences at work.<br />
• Get them to describe critical incidents to identify things they do well<br />
and those that they do less well.<br />
4. How do I bring the relationship to an end?<br />
• Is there an agreed-upon period for the relationship?<br />
• Is the relationship tied to specific achievements or outcomes?<br />
• Monitor progress and the lifecycle of the relationship.<br />
• Define signposts or outcomes that will signify end points.<br />
• Give notice of and discuss termination early on.<br />
• You may need to re-define the relationship continuously – for<br />
instance you may wish to continue seeing each other as friends, or<br />
on some other basis.<br />
5. How do I ensure my mentoring is of a high quality?<br />
• How do you define a high quality mentor? Are there any objective<br />
ways of measuring success?<br />
• What does your protégé expect of a “high quality mentor”?<br />
• Prepare for sessions, and set goals and objectives.<br />
• Keep yourself up to date, learn where you can.<br />
• Monitor progress – both your own and that of your learner. Mark<br />
achievements and celebrate success.<br />
• Take stock every once in a while.<br />
6. How do I check that we are on track?<br />
How can you ensure things are going well with your protégés?<br />
• Ask them!<br />
© Learning Link International<strong> </strong><br />
• Are they engaged, responsive, spontaneous?<br />
April 2005<br />
Module 5 - The <strong>Mentoring</strong> Process Page ! 1
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