There are two types of mentors (leader or life coach) Today we are going to focus on your role as a leader

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2 There are two types of mentors (leader or life coach) Today we are going to focus on your role as a leader 2

3 Quiz after this slide. Ask questions to help you come to a conclusion vs Dictate how they want things done Not always a bad thing! Can you imagine how it would work out if your supervisor didn t tell you how much you were allowed to spend to purchase supplies? Coach vs Redirect behavior When you are not wearing your badge and wearing booty shorts, a manager steps in to redirect behavior. When you aren t sure how to approach a parent with a difficult parent conversation, you are coached beforehand Not tied to the job vs. Relating to your job When you find a supervisor who you look up to for one reason or another (you admire their professionalism, they are good at fostering good staff morale), you learn life skills from them that you will use your whole career. When you are being managed, it is based on tasks directly related to your job (deciding where you go on field trips, or what form of payment you will use pay for campers ice cream on Friday) 3

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5 Most often, the mentee chooses the mentor. Signs that someone is seeking you out as a mentor: 1. They have the basics down and are looking for more responsibility 2. They come to you with concerns about school or other matters not related to this job 1. Sometimes you re not the best fit but you can still help by connecting them with someone who is 5

6 1. Be credible The best mentors are people that have credibility in, and have personally achieved success in what they are looking to be good at. Being credible doesn't mean that you need to have all the answers. The best answers come from their own thinking, with the help of your wisdom to support them. 2. Be a positive role model Good mentors are respected by their mentees. A mentee can learn a lot from their mentor simply by watching how their mentor behaves in any particular situation. Good mentors will also look out for experiences, or even create situations in which their mentees can become involved to learn new things, for example, giving them supervised opportunities to fill in for the position above them can be very rewarding and give new in site to the role. 3. Be genuinely interested in your mentee as an individual It is important to know your team members wants and ambitions.. Find out what they are interested in and help where you can. 4. Share your experiences and insights Choose stories that you feel are appropriate and helpful. Be open to sharing your mistakes and failures too, as these are often where our biggest lessons are learned. 6

7 It will also help your mentee be aware that challenges will arise, and the way you dealt with the situation might also help them gain insight about how to build resilience. 5. Ask open questions Asking your mentee open questions will help you as a mentor to identify their real needs, values and passions. It's also a great way to get your mentee to think through situations themselves and draw out the consequences of the various choices or courses of action they can take. During these conversations, you can share your wisdom, without making decisions for your mentee. That's their job. 6. Act as a sounding board Mentees benefit greatly from the opportunity of having a good mentor listen to them. Allow them to explore their thoughts and ideas openly with you. This will often help them unravel their thinking and gain insights about a situation as they share their concerns with you. 7. Provide a fresh perspective One of the benefits of working with a mentor is that a good mentor will often provide their mentee with a fresh perspective on an issue. A good mentor will often have the clarity of distance from an issue or problem that's needed to provide objective feedback to their mentee. They can also hold up a 'mirror' to the mentee to, for example, let the mentee see what their behavior looks like to others. 8. Provide helpful feedback Not all feedback is helpful. A good mentor knows this and will deliver feedback in a way that will help their mentee gain insight to further develop specific qualities or skills. For example, a good mentor will always ask for permission to give feedback before doing so. Giving unwelcome feedback can be detrimental to any mentoring relationship. Instead, explain what you'd like to talk about first and highlight the benefits of doing this. 9. Acknowledge achievements Highlight for your mentee any achievements they might have forgotten, to help build their confidence. Remember to celebrate their successes on your mentoring journey too. 10. Offer your advice, but only if your mentee asks for it It can be very tempting for a mentor to just jump in and offer advice before a mentee has actually asked for it, especially when you've dealt with a similar situation yourself. Being a sounding board for your mentee, allowing them to discuss the situation with 6

8 you, then helping them to think through the situation by asking them questions to draw out the consequences of various actions, is always more empowering for a mentee than advising them what to do. It helps them work through the issue and come to their own conclusions. By doing so, you ultimately help them to learn to think through issues themselves and trust their own judgement, both valuable life skills. 6

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11 Karol Qualities of a Great Staff Person (for family fued game) Anticipate: Look ahead to see what situations may occur and take the necessary steps to prevent a problem. Give of Yourself: Sometimes when you are a leader you must make sacrifices. However, the reward out weighs the sacrifice. Be Creative: Try new methods, use your imagination, have new ideas and new ways to meet the needs of your group. Creativity is an on going process. Make Things Happen: Don't wait for someone else or hope someone does your job, take the initiative and generate enthusiasm for the kids. Go for it! Lead by Example: What you do should coincide with what you say. Have a Good Sense of Humor: Don't take things seriously, be able to laugh at your own and other's mistakes. Keep the Goal in Mind: Attend to all details but remember your overall purpose is to positively impact kids and constantly strive towards it. Accept Suggestions: Staff & kids are more likely to follow your lead and respect you if you give them a say. Get Involved in Work: Don't just shout orders, work alongside the kids and fellow staff Give Praise Freely: Encourage the kids and each other, reinforce positive behavior, this pays tremendous dividends in respect and cooperation. 9

12 Use Common Sense: Be alert, aware and ready to deal with the situation at hand. Ask for Help: Nobody knows everything; we all need to ask for help sometimes. Put the Kids First: They want to have fun and learn, be willing to get down and dirty with the kids. Remember it s your job! Know the Kids: Knowing the kids will greatly help how you interact and influence them. One of the best ways to know the kids is to communicate with them and to get to know the parents. Be Professional: Come to work on time and ready to work, communicate with the staff, look clean cut and presentable. You are representing the Park District and yourself. 9

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