Career EventKøbenhavns Sprogcenter

23 March 2015

Lisa Ott Experienced Facilitator of Mentor Networks

Coordinator in the following mentorprograms:

• MentorNetwork 2015, ISS, DONG, The MentorNetwork, Copenhagen Career Program, Elsinore Municipal, SEB, IDA, Frie Skolers Lærerforening, Foreningen Frie Skolers Ledere, Dansk Magisterforbund

In the past coordinator in:

• Radiometer Medical 2010 – 2014

• Aarhus University, 2011 - 2014

• Danish Broadcasting Corporation 1998-2011

• University of Copenhagen 2008 – 2010

• Region Hovedstaden 2008 – 2010

• Vattenfall, Trade Council, Novo, DanmarksPrivatskoleforening, , Foreningen af Lilleskoler i Danmark

• and a lot of presentations, workshops and short training lessons in different organisations in f.i.: CPKelko, COWI, JP/Politikens Hus, PharmaDenmark, Ministry of Food, Workenvironment Conference….

• And besides mentoring I work with: stress, management training, coaching, organisational development….

Why having a mentor?

85% of chief executives say

that having one or more mentors

at key points in their career

was critical in their success.

Prof. David Clutterbuck

Mentor - originally

• Friend of Odysseus

– Older, wiser, man

• A goddess: Athena

– Athena is the goddess of

war, civilization, wisdom,

strength, strategy,

craft, justice and skill

4

What is mentoring to day?

• Mentoring is a relationship based on an exchange of knowledge, experience and goodwill.

• Mentors help someone less experienced gain confidence, clearer purpose, insightand wisdom.

• In developmental mentoring the mentor too is changed by the relationship.

Megginson & Clutterbuck, ‘Mentoring in Action’, 1995

What do you mean by

mentoring?

Ask the person next to you:

• Who do you consider a mentor in

your professional life? (avoid near

relatives)

• What did he/she do for you?

• What was the impact

on you?

3 kinds of mentors

• Sage on the Stage

• Guide on the Side

• Learning Alliance

What mentee can expect from a

mentor

• Empathy

• Constructive challenge/ stretching – the mentor will,

when appropriate, push the mentee to think deeper

maybe address uncomfortable issues

• Sharing experience – the mentor will use his or her

own experience to provide guidance and advice

• Confidentiality – what is said between mentor and

mentee is fully confidential

• Help in understanding

how Danish organisations

works and in building networks

• Sounding board

What mentee can not expect from a

mentor

• Sponsorship - someone to put you forward for

assignments, take your part in discussions about

your career

• Protection – intervening in the relationship

between you and an authority figure (teacher or

other)

• Therapy – digging deeply into psychological and

personality issues

• Social work – sorting

out personal problems for you

• A job!

What mentor will expect from

the mentee

• Prepare thoroughly for mentoring sessions.

• Listen to your mentors views, but make your own

mind up about what to do.

• Recognise that the mentor’s time and energy are

precious, and should be used wisely

– At the same time: Recognise that the greatest

compliment to the mentor is to make use of their

experience and wisdom

– so don’t be afraid to

ask for a reasonable

amount of their time.

Developing a good

mentorrelation

1. Mentor and mentee have both volunteered

2. Mentee is the main character and responsible for agendas. The relationship is focused on mentees development

– Mentor is giving his/her experience –mentee has the responsibility to transfer the learning into daily praxis

3. Mentor has the responsibility to be present at the meetings in body and mind

4. An agreement of how and when the meetings

are conducted are created on the first meeting

5. The relationships has an expiration date

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Set the frame

Look after the time

Adjust goals

Evaluate meetings

Finish off

Mentee MentorFill in the contract

Reach the goals

Set the agenda

Schedule the

meetings

Keep the log

Write resume

Common

Listen

Present

Make room for

reflection

Guide

Coach

Give

appropriate

advice

Who’sresponsible for what?

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Coaching vs mentoring

Coaching Mentoring

Only asks questions Asks questions too

Do not give advice Can give advice

Has an coaching education Has an education – but not necessarily in coaching

Own experiences not relevant Own experiences very relevant

Charges a fee Do it for free

Can be about career or private life Has a career focus

Manager vs mentor

Manager MentorMakes decisions Do not make any decisions

Have the responsibility for the day to day development

Have no responsibility for development

There is power relationship between the manager and the employee/mentee

There is no power relationship between mentor and mentee

Provides answers Provides good questions – and put his/her

experiences at mentees disposal

• Open dialogue

• Shared

expectations

• Openness to

• mutual benefit

• Sense of urgency

• Task focused

• Debate rather

than dialogue

• Friendship

• Lack of direction

• Opportunistic in

dealing with issues

• Short term

perspective but ...

• May be long-term

relationship

• “Going through the

motions”

Low

rapport

Low

clarity

High clarity

High

rapport

Preparations for the first meeting

1. In general terms, what do you want from this mentoring experience?

2. What would you like to know about your mentor? / What would you like your mentor to know about you?

3. What do you want to go into the mentoring contract?

4. What are your strong points? What are your major needs?

5. What issues would you like to discuss straight away? Which are most important?

Phases of the mentoring relationship

Intensity of learning and

value added

Time

Progression

BR = Building

Rapport

BRSD

SD = Setting

Direction

MO

MO = Moving On

Winding Up

The mentoring meeting

Explore issues from the mentee’s perspective

Establish a relaxed, yet business-like, atmosphere

Gain consensus on the meeting purpose

Clarify andElucidate

ChallengeAssumption

StimulateAnalysis

Draw on own experience

Interim Summary

Build Confidence/Motivation

Agree optionsfor action/

consideratione.g. Learning task

Agree actions by both partners

Agree milestones/

deadlines

Summarise (Mentee) and Test Commitment

Outline agenda and agree date for next meeting

Mentoring Involves:

Always

Listening with

empathy

Sharing

experience &

learning

Developing insight

through reflection

Being a sounding

board

Professional

friendship

Sometimes

Using coaching

behaviours

Providing help

and support

Challenging

Opening doors

Never

Discipline

Performance

management

Assessment for a

third party

Supervision

To be filled out by mentee

At the beginning of or before the meeting: Special takeaways from last meeting?

• The objective of our last meeting: _____________– How did I progress in relation to the objective?

– What went well?

– What was difficult?

At the end of the meeting:

• Use a few minutes to answer the below questions and review your thoughts with mentor before you part. – What has been useful in this meeting?

– What would I like mentor to do more of?

– What will I work with till next time?

– How will I evaluate the progress?

To be filled out by mentor

At the beginning of or before the meeting:

• Special takeaways from last meeting?

• The objective of our last meeting: ___________

At the end of the meeting:

• Use a few minutes to answer the below questions and review your thoughts with mentee before you part – or use them as an introduction to the meeting with your own mentor.

– What areas arose my interest and spurred my energy?

– What learning points have become clear to me?

– What have I learned about myself at this meeting?

Get started!

• Make meeting appointments on the first

meeting(s)

• Keep focused on the mentorprogramme

• Keep the appointments

• Slow down

• Stick to the contract

Common Pitfalls

• Poor planning and preparation

• Failure to set and measure clear outcomes

• Breaches of confidentiality

• Too little or too much formality

• Low clarity of roles

• Lack of time

• Poor objective setting

Who’s responsible for what?

Mentor

• Listen

• Present

• Make room for

reflection

• Guide, coach, give

appropriate advice

Common

responsibility

• Set the frame

• Look after the time

• Adjust goals

• Evaluate meetings

• Finish off

Mentee

• Fill in the contract

• Reach the goals

• Set the agenda

• Schedule the meetings

• Keep the log

• Write resume

Co-ordinator

• Organize

• Match

• Follow up

• Solve problems

• Evaluate programme