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Mentoring Skills & Approach

Best Practice

Mentoring - A Definition
Creating an environment for the Mentee to discover their own Values, Beliefs, Vision and Higher Purpose with the appropriate tools and techniques.

The Mentoring Skills Approach:-Best Practices
Programme is the natural follow on from ROOTS SHOOTS FRUITS and provides a useful toolkit to assist in developing the appropriate skills for Mentors and Mentee's in a Business.

Angela Baron at the Chartered Institute of Personnel and Development (CIPD) says ‘The way you manage your staff is the biggest contributor to financial performance. People assume its marketing or finance, but it is people. Sunday Times March 2005

Enlightened leaders are now putting this vital skill to the top of the HR agenda. Are you?
 
Objectives & Outcomes
To model a ‘Mentoring approach' by creating and maintaining an ambience of safety, trust and respect

1. To understand the core skills on the ‘Mentoring approach'
   
2. To introduce ‘Mentors' to active listening / attending as a basic set of skills in a ‘Mentoring Approach'
   
3. To introduce 'Mentors' to appropriate responding as a basic set of skills in a ‘Mentoring Approach'
   
4. To assist Mentors understand the importance of developed self – awareness in using the ‘Mentoring Approach'
   
5. To introduce ‘Mentors' to the central concepts of Acceptance, Genuineness & Empathy in using the ‘Mentoring Approach'
   
6. To give Mentors an opportunity to practice basic attending and responding skills within the context of Acceptance, Genuineness & Empathy.
   
7. To identify and assist Mentors what confidentiality and boundaries means in different situations where the Mentoring approach is used.

The Mentoring Approach
The core conditions of the Mentoring Approach; the vital ingredients that all Mentors will own and consciously use to enable the Mentee come to their own solutions

1. A conscious, voluntary relationship.
2. A relationship between an experienced, employed, or retired person (the Mentor) and one or more other persons (the mentee).
3. Mentors are generally not in a direct, hierarchical or supervisory chain of-command.
4. The results / outcomes should benefit the individual and the Business.
5. Whether the Mentoring relationship is a one-to-one, small group, or conference call, the focus will centre on :- Supporting and guiding the Mentee to come to their own solutions / conclusions.
6. The outcome of the relationship is expected to benefit all parties in the relationship for:-  Personal growth, career development, lifestyle enhancement, spiritual fulfilment, outcome achievement.
7. There may be other areas mutually agreed by the Mentor and Mentee within the boundaries of company policy.

The Core conditions (A.G.E) of the Mentoring Approach, the vital ingredients that all Mentors will own and consciously use to enable the Mentee come to their own solutions. After learning the the skills and approach time is spent practicing the process.