Mentoring Starterpack for Mentors, Mentees & HR

Transcription

1 Mentoring Starterpack for Mentors, Mentees & HR Human Resources LEARNING 7/30/2007 Copyright: Shell International Ltd 2005

2 Outline of this Document What is Mentoring? What is the difference between mentoring and coaching? What are the roles and responsibilities? What is the process of mentoring? What support is available? 2

3 The Origins of Mentoring The term Mentor came from Greek mythology. Odysseus, King of Ithaca (Homer s Odyssey, 800BC) was about to leave for the Trojan War and was reluctant to leave his son, Telemachus. When he did set off, Odysseus assigned his trusted companion and friend, Mentor, in charge of the royal household. One of his tasks was to raise the king s son and make him a wise and good ruler. 3

4 Definition of Mentoring Mentoring is a long-term relationship, aimed at helping people develop themselves and their career. The Merriam-Webster Dictionary defines a mentor as "a trusted counselor or guide". Oxford Dictionary defines mentor as "an experienced and trusted adviser. An experienced person in an organization or institution who trains and counsels new employees or students." 4

5 Mentoring Is Is not... A partnership between two people Aimed at helping people develop themselves Focused on career and personal development opportunities Offering an insight into the organisation Based on trust and respect Confidential Two way learning Stimulating self reliance Off line relationship Sponsorship Secret Judgmental Undermining the line managers Focused on tasks A vehicle for raising complaints A replacement for education or training Performance management through appraisal Hierarchical Being the sole provider Doing it for you 5

6 Coaching vs Mentoring: Aim & Focus Coaching A task focused* relationship aimed at helping people do their job better*. Mentoring A career focused* relationship aimed at helping people develop themselves*. *recognized distinctions focus on job performance COACHING MENTORING focus on career & professional development Short-term Long-term 6

7 Coaching vs Mentoring: Behaviours & Characteristics 7

8 Roles and Responsibilities Mentee Take ownership of personal development Initiate the mentoring meetings and take an active roles in discussions Take the lead in setting up and maintaining ongoing contact with the mentor Establish development needs and career goals for mentoring meetings Take action and follow up on commitments Share experience openly Be open & honest on issues & needs Mentor.. Facilitate the education guidance of a mentee within the organization Provide guidance on skillpool, progression and career path Assist the mentee in establishing realistic career goals Help develop the action plan to achieve goals Identify & suggest resources for development activities Offer the knowledge of people and network with whom the mentee is interacting Be flexible and accessible & open to new ideas 8

9 Mentoring Process: Stage 1 Building Rapport/ Setting up the relationship Getting to know each other Setting up the first mentoring meeting Clarifying expectations and responsibilities Identifying on how the relationship could be operated e.g. meeting location,form, duration, frequency, etc By the end of the first meeting, both parties have the opportunity to say if they want to go ahead with the relationship From The Shell Mentoring Toolkit 9

10 Mentoring Process: Stage 2 Setting Direction/ Operating the relationship Setting up clear goals, milestones & direction (e.g. use competence matrix, Skill pool Navigators) Establishing a roadmap how/when the deliverables can be achieved (e.g. IDP) Agreeing on how to monitor the progress and how long they are expecting the relationship to last Exploring the situation and identify individual needs Checking commitment and capability From The Shell Mentoring Toolkit 10

11 Mentoring Process: Stages 3 & 4 Making progress Review the progress made versus the expectations and deliverables set out in the beginning of the relationship. Moving on Openly discuss when and why the relationship should come to an end. Agree how you give each other feedback if the relationship is working and what could be improved. From The Shell Mentoring Toolkit 11

12 Supporting Material & Resources SWW on Mentoring Central HR Mentoring & Coaching Website Shell Mentoring Training Mentoring Briefings are now available via trained, local HR Advisors 1 Mentoring Overview Shell Mentoring Toolkit Mentoring Agreement The Mentoring Briefings may be available via HR in two formats: Virtual telecon (~2 hours) Face to face workshop (half day) for HR Advisors who are already experienced facilitators Note 1) For HR Advisors who wish to carry out briefing sessions locally and do not have the additional slide & materials, please contact Claire.Berry@Shell.com to participate in a Train the Facilitator (TTF) session. 12

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