Mentor Workshop

Part 2

The Last Time

OThe Value of MentoringO To youO To the protégéO To the organization

OWhy be a MentorO What’s your motivationO What are you looking to learn

OWe Teach Who We Are

OPresented three different human development modelsO What is the basic premise they have in

common

OThe impact of beliefs and expectations on the:O RelationshipO Ability to set and reach goals

OThe difference between the coaching and mentoring relationshipO Coaching focus on functionalO Mentoring focus on relational

OTeaching through relationshipO Building and developing trustO Communicating honestlyO Be open to learningO Responses to change

Objectives

O Identify the difference between constructive motivation and restrictive motivation

O Articulate four steps to help your protégé operate from a place of constructive motivation

O Identify actions involved in active listeningO Re-frame a closed question to an open

questionO Plan your first meeting

As You Begin Your Journey

Reflection Questions

O Are you secure enough to be open and honest with your protégé about who you are?

O Are there some aspects of your past or present life that you are unwilling to share? If so, what are they, and why do you keep them private?

O Are you willing to share failures as well as successes?

Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

O Are you willing to allow your protégé to be and express who she or he really is, even if that is very different from who you are?

O Can you be comfortable with those differences instead of threatened by them?

O Is the value of diversity something to which you pay lip service, or can you live it out?

Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

O Do you feel that your protégé must follow your advice and conform to your standards of behavior?

O Can you avoid judging your protégé as a person, and do you fully accept that the control of and accountability for who he/she is and what he/she does is theirs alone?

O Can you be sensitive enough not to communicate judgment in your body language, tone of voice, or facial expression, even when you are avoiding it in words?

Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

O Can you see your protégé as a whole person, unfinished and in the process of becoming, rather than someone who “is” a certain way, fixed and unchanging?

O Can you allow your protégé to struggle through a crisis or transition without your having to take the wheel and provide solutions or answers?

Tice, Lou. Personal Coaching for Results: How to Mentor and Inspire Others to Amazing Growth

Active Listening

Steps involved in Active listening

O CommitmentO PreparationO Wait patiently – don’t interruptO Hold off analyzingO Pay attention – notice the non-verbal

communicationO Check your assumptions and

interpretations

Questions

Questions

OClosedO Questions that only allow a yes or no

response; the options have been narrowed and decided for the responder

OOpenO Questions that do not assume there is

a limited number of responses

Practice: Making them open?

O Do you have a hard time making that long drive everyday?

O Are you and your brother still not speaking to each other?

O Did you enjoy the luncheon speaker?

O Did you have a pleasant weekend?

Why questions?

O Can be dangerous:O JudgmentalO CriticalO Put the responder in a defensive

position

Feeling and Visionary Questions

O Types of questions that are very helpful:

O How do you…? (feeling)

O What would it look like…? (visionary; future-focused)

Motivation

Types of Motivation

O RestrictiveO Do something because feel have toO External driver to avoid an

undesirable consequenceO Constructive

O Do something because want toO Internal driver to achieve a desirable

consequence

Building Self-Efficacy to Influence Motivation

O Mastery Experiences: encourage protégé to make their own choices and to embrace the activities/steps as their own

O Vicarious Experiences: sharing your experiences so the protégé can live through your failures and successes; let them see you

O Social persuasion: sharing your belief in the protégé’s ability with them

O Positive physiological state and/or positive interpretation of physical inadequacies: demonstrating empathy and providing reassurance when hit with life’s set-backs; providing assurance that no matter what circumstances our response to those circumstances is under our control

First Meeting

Laying the Foundation

O Getting to know each otherO What is your objective for the first meetingO Introduce yourself

O What do you think they want to know about you

O How will you begin to build trustO How will you begin to develop credibility

O What do you want and/or need to know about your protégé

O Does your plan help you to move forward in building your mentor/protégé relationship

The Agreement

O Protégé Development Plan

O AgreementO Skills to be developed / goals to reachO Role of the mentorO Duration of the formal relationship

Go Forth and Mentor