WOMEN AND CAREER MENTORING

What is Mentoring?

"Mentoring is a long term relationship that meets a development need, helps develop full potential, and benefits all partners, mentor, mentee and the organisation". - Suzanne Faure

Mentoring is NOT…

• An opportunity to correct someone’s behaviours or actions

• Directing someone to do something to meet goals

• Being the expert with all the answers• About trying to address personal issues

Coaching v Mentoring

PERFORMANCE COACHING • The Company sets the

agenda• It’s Short term in nature• Task/Performance oriented • Often delivered by the line

manager• Coaches do not give advice

CAREER MENTORING • The Mentee sets the

agenda• It’s Long-term in nature• Personal development

oriented • Is off-line• Mentees can advise and

give direction

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How does Mentoring Benefit Individuals?

1. Find out how to manoeuvre your way around the organisation and its culture

2. Assists the development of analytical and problems solving skills

3. Improve your workplace performance 4. Helps you to gain new insights & perspectives5. Increases your confidence & self-knowledge6. Improves your personal influencing skills7. Increases your knowledge & skills (including technical skill)8. Challenges your beliefs and ideas about what is happening 9. Increases your resilience

What difference can career mentoring make for me?

A. Women with a Mentor can increase their odds of being placed at mid manager or above compared with women without a Mentor

B. Mentors need to be high up in an organisation to be able to help with their Mentee’s progress

C. People like to spend time with those who are like themselves – which affects who Mentors traditionally choose as their Mentees

Key issues affecting women and their careers

1. Different career trajectories than men

2. Difficulty saying no3. Confidence issues4. Discrimination in the

workplace5. Limited networks6. Few women role

models at the top of the company

Mentoring Life Cycle

• Stage 2. Agree on the expectations and set your working agreements

• Stage 3. You will work towards accomplishing your learning goals

• Stage 1. You will set expectations and establish and build foundation for a successful mentoring relationship

• Stage 4 You will focus on closing the formal relationship and redefine your relationship moving forward

Closure Preparation

Define Agreements

Relationship building

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What kind of learner am I?

• Activists• Reflectors• Theorists• Pragmatists(Honey & Mumford, 1986)Useful• For mentoring

discussions• Developing your future

management/leadership skills

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Tip - Scaling QuestionsOn a scale of 1 to 10 where 10 is goal achieved. Where are you in achieving your goal right now? • What does a 7 (the number given) mean to you? (+

follow up questions)• What needs to happen to move up to an 8 (one

number up from what was given)? (+ follow up questions)

• How will you know you have reached 10?• What barriers might there be in achieving your

goal – how might you overcome them?

Contact details

Want a copy of our Career mentoring guide for women?

Click here

https://openmindcoach.leadpages.co/careermentoringebookst/

www.trans-formations.co.uk