mentoring 9 th june 2010 david murphy senior leadership & od manager, nliah
TRANSCRIPT
Mentoring9th June 2010
David Murphy
Senior Leadership & OD Manager, NLIAH
Exploring Exploring MentoringMentoring
What Mentoring Isn’t!
What is Mentorship?
• Mentorship refers to a personal development relationship where an experienced or knowledgeable person helps a less experienced or less knowledgeable person. The receiver of mentorship was traditionally referred to as a protégé or apprentice, but is today most often referred to as a "mentee".
• "Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support that is of value to the recipient in their career and/or professional development. (Bozeman, Feeney, 2007).
Exploring Exploring e-Mentoring e-Mentoring
CompetenciesCompetencies
……a learning process that a learning process that anybody can use anybody can use to helpto help them learn and sharpen their them learn and sharpen their abilities, deliver results and abilities, deliver results and
grow as a person and a leader.grow as a person and a leader.
Mentor CompetencesMentor Competences
Communication InfluenceCommunication Influence
55%55%
38%38%
7%7%
Power of Facebook and Social Networking Sites
Why e-mentoring?
• Individual’s need for
“me” time
• Solving complex
problems
• Identify a solution to
respond to geographic
and time constraints
How?
• Supported by training guide and
reflective question framework
• Technology as enabler
• Webcam (Skype), face-to-face,
e-mail, telephone
• Matching mentor process
• Blended model to support process
• m-Learning: Laptop, PDA,
PDA Netbook
The Mentored Learning Cycle (Kolb)
Double Loop Learning
Visualisation
MENTORING & DIVERSITY
• Webster's Dictionary defines diversity as ‘the condition of having distinct or unlike elements’. In the workplace, this means the variety among people related to factors such as age, culture, education, function, gender, physical appearance, race, religion, sexual orientation, and thinking styles or abilities.
• All too often, society and corporate culture fails to recognise and value the full range of differences that exist and their potential contribution to organisational effectiveness.
MENTORING CAN REDRESS THE BALANCE
• Valuing diversity means recognising that there are always other ways of seeing the world, solving problems and working together.
• Mentoring can support diversity by promoting inclusion, creating an environment where differences are valued, and people are supported to develop their unique skills and abilities.
• This approach makes sound business sense as it enables organisations to tap their employees’ full potential
