Mentoring   Future Leaders

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Mentoring Future Leaders • A balance between structure and purpose on the one hand, and informality on the other, works well. • The mentee needs to be the driving force in the relationship. • Mentoring is a “whole-life” process. • The mentor stands to gain as much as the mentee from a successful relationship. • Reappraisal of the relationship at intervals is important and may focus everybody’s mind on the objectives and benefits. • Mentoring should form part of organisational development. • Top management commitment and modelling is crucial. • The business – not HR – should own the scheme. • Mentoring should not stand alone. It should be integrated with other organisational processes, e.g. equity or performance management. • Start with a scheme of modest scope and let it grow organically. • Don’t assume everybody wants to be or have a coach or mentor. • Mentoring is not a panacea – some problems need different solutions. • Like any other new initiative, mentoring need a credible and wise champion to make it work. © Learning Link International  April 2005 “Everything you say, and do,   as well as everything you fail to say will communicate a message. You cannot NOT influence people!” (Jack Mackey) Module 5 - The Mentoring Process Page ! 1
Mentoring Future Leaders A Few Reminders Avoid Pitfalls Such As …. • Being careless about confidential matters. • Talking rather than listening most of the time. • Interrupting or doing “mind reading”. • Setting the agenda yourself. • Imposing your own goals and values. • Advising, e.g. “you should …” • Jumping to conclusions without sufficient facts. • Pacing - either too fast or too slow. • Continuing mentoring without adding value. • Having unrealistic expectations. • Becoming impatient. • Becoming defensive about feedback. • Coaching to boost your own ego. • Which of the “do not’s” might be a trap for you? How can you prevent stepping into it? © Learning Link International  April 2005 Module 5 - The Mentoring Process Page ! 1
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Mentoring   Future Leaders