Mentoring   Future Leaders

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Mentoring Future Leaders What (most) Protégés Want   From Mentors Gareth Lewis’ years of experience,   indicate that protégés are looking for the following: © Learning Link International  April 2005 (2000, pp 34-36) 1. A mentor with good interpersonal and communication skills. 2. Mutual respect and adult-adult interaction. 3. A mentoring style that is an “uncanny mix between the comfortable and personal on the one hand and professional and business on the other.” 4. A worthy role model/example. 5. Availability and punctuality. 6. A wide repertoire and range of experience. 7. A ‘soft focus’. Either explicitly or, more usually, implicitly, it seems that learners are seeking ‘softer’ skills, together with the ‘harder’ skills or objectives. 8. Inspiration and motivation. 9. Unexpected spin-offs which are not part of the main agenda, e.g. becoming “streetwise” in life. Which of the above can you offer? Module 2 - Focus on Mentors and Mentees Page !1
Mentoring Future Leaders What Mentees Look for in Mentors Mentors Qualities particular © Learning Link area. International  April 2005 (Research by Brian O’Neill quoted by Gareth Lewis, 2000, p.32) 1. Management perspective. Someone who has experience of, and competence in management. Alternatively, through experience working with managers in organisations, someone who has had widespread exposure to and understands management practice and pressures. 2. Organisational know-how. Someone who knows how to get things done within the organisational system in which the learner works. 3. Credibility. Someone who enjoys personal and professional credibility either in his/her own right or with the members of the organisation in which the learner works. 4. Accessibility. Someone who is able to make him/herself available to others when they need it. 5. Communication. Someone who has a wide range of interpersonal skills and can tune into others’ ideas, views and feelings. 6. Empowering orientation. Someone who creates a climate and the conditions in which it is safe for individuals to try out different ways of doing things, to contribute more fully, and to have a greater share in what is going on in their organisation. 7. Developmental orientation. Someone who has experience of and takes a keen and active interest in others’ development 8. Inventiveness. Someone who is open to new ideas and to different ways of doing things; someone who perceives different and useful connections and patterns, and is a good, creative problem-solver in his/ her own right. Quick Test : My Qualities as a Mentor • Prioritise the above from 1 to 8. • Give yourself marks out of ten for each category of skills. • Identify one or two areas that you would like to improve. 1. _____________________________________________ 2. _____________________________________________ Decide how you are going to develop your knowledge/skills in this Module 2 - Focus on Mentors and Mentees Pri ori ty Per for - ma nc e Page !1
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Module 6 Case Studies & Role Plays
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Mentoring   Future Leaders