Mentoring & Coaching 10.30-12.1526 February 2006Suhail Iqbal, PE, PMP, MCTsuhail@pmi-islamabad.org

Reference to ContextCore Knowledge Area: Individual Leadership Development Competency: Coach & Develop for ResultsObjective: Be able to build a trusting relationship and exchange to enhance an individuals talents and abilities.Time: Sunday 26 February 200610.30-12.15

Objective & PurposeThe purpose of this interactive workshop is to find how can we build a trusting relationship and exchange, to enhance an individuals talents and abilities.

What is Coaching?Person-to-person ArtSimple bit of advice exemplifies coachingCounseling lies at the heart of developing othersExcellence in this competency, second only to Team Leadership

Spencer & Spencer, Competence at Work

MentoringMentoring isA means of learning and developmentGuiding someone toward his or her goalsMutual sharing of experiences and opinions to create agreed-upon outcomesAbout inspiring and supporting another personJoanne Gumaer, PMP & Rose Mary Tyler, PMP, Creating Successful Mentoring Relationships, PMI Leadership Meeting, Anaheim 21-23 Oct 2005Mentoring is notAn opportunity to correct someones behaviors or actionsDirecting someone to do something to meet goalsBeing the expert with all the answersAbout trying to address personal issues

What is Mentoring?Is the process in which successful individuals go out of their way to help others establish goals and develop the skills to reach them.

Spencer & Spencer, Competence at Work

Mentee and MentorWho is Mentee?Any current PMI Chapter memberWillingness to collaborate Must attend mentoring training Who is Mentor?Any current PMI memberExperienced PM Prior 1-1 mentoring experience (desirable)Must attend mentoring training Willing to share experiences and promote Project Management.

Sajith Madapatu, PMP, Mentoring Teaching others to fly, PMI Memphis Chapter Mentoring Team Meeting, 2005

Counseling CompetenceEffectiveness of counseling hinges on:-EmpathyFocus on own feelingsSharing own feelings

Richard Boyatzis & James Burres, The heart of human resource development: Counseling Competence, 1995Richard Boyatzis & James Burres, Validation of a Competency Model.

Career Coaching pays offStrong coaching and mentoring helps:-Perform betterEnhances loyaltyEnhances job satisfactionLeads to Promotionpay increaseslow rates of turnoverChristopher Orpen, The effects of mentoring on employees career success. Journal of Social Psychology 135 (1995)David Laband & Bernard Lentz, Workplace Mentoring in the legal profession, Southern Economic Journal, January 1995.

On-the-job CoachingAn open trusting relationship is the foundation of success in the on-the-job coachingDavid Peterson et al., Managing Coaching at Work: Current Practices in Fortune 250 Companies, Annual Conference of American Psychological Association, Toronto, August 1996.

Key Success as CoachesShow genuine personal interest in those they guideHave empathy for and an understanding of employeesTrust is crucialWith little trust advice goes unheededCoach is impersonal or coldRelationship seems one-sided and self-servingWith trustCoach shows respect, trustworthiness, and empathyIf employee resist or is difficult, experience un-rewardeingDaniel Goleman, Working with Emotional Intelligence (1998)

Coaching TimeMostly sent trying to boost performanceGiving feedbackOffering tips on developing needed skillsOnly 5% time spent on confronting poor performanceDaniel Goleman, Working with Emotional Intelligence (1998)

Managing UpwardEmployee asking for advice smart choiceManaging upwards Helping a superior do a better job.Spencer & Spencer, Competence at Work

Mentoring Program Process FlowSajith Madapatu, PMP, Mentoring Teaching others to fly, PMI Memphis Chapter Mentoring Team Meeting, 2005

Developing for ResultsGuidelinesConfidentialityContent / issues appropriate for dialoguesTopics suitable for projectsPersonality "clashes" are normalRespectful frankness, not "brutal" honestyUse of a Mentoring JournalCritical Success FactorsMentors knowledge and 1-1 skillsMentees motivation and readinessSajith Madapatu, PMP, Mentoring Teaching others to fly, PMI Memphis Chapter Mentoring Team Meeting, 2005

Developing for ResultsMutual CommitmentsMaintain scheduled sessionsSelect relevant topicsPursue meaningful activities When and How long?Meet once a month (minimum) Or twice a month (recommended) Contact: meeting, email, phone, etc.Meet from nine to twelve monthsAt final meeting Celebrate the journey!Sajith Madapatu, PMP, Mentoring Teaching others to fly, PMI Memphis Chapter Mentoring Team Meeting, 2005

Results & BenefitsFor MenteesFaster career growthFaster growth in PM professionSuccess with immediate PM challengesFor MentorsA way to give backPersonal satisfaction.Sense of CommunityExposure to new ideasSharpen leadership skillsSajith Madapatu, PMP, Mentoring Teaching others to fly, PMI Memphis Chapter Mentoring Team Meeting, 2005

Contact InformationSuhail Iqbal, PE, PMP, MCT

Phone Contact: +92-300-8542526

Email: suhail@pmi-islamabad.org