COOPERATIVE CONSERVATION LEADERSHIP TRAINING

November 29, 2006

MENTORING EMERGING LEADERSby Gordon Wenk and Joseph Lomax

Deliberate learning is a cornerstone of success

Building capacity through instructing, coaching, sharing experiences and

advising

Failures and successes are powerful teachers

 

How I did it wrong is as important as how I did it right

Leaders need to share their experiences

Unforgettable insights aid in establishing a rapport

Development of the mentoring relationship matures over time

Continuous learning is the synthesis of on-going events, experiences and

thoughtful analysis

Mentoring is a joint venture

Successful mentoring means sharing responsibility for learning

Evolution of the mentoring relationship

Effective coaching, counseling, facilitating and networking takes

shape over time

Evolution of the mentoring relationship

• Orientation – building the base• Productive mentoring period• Redefining the relationship• Dissolving the relationship

On-going communications

Regular and progressive communications is important to

maintaining an effective relationship

Benefits for the mentee

 

• A non-threatening learning opportunity• Improved self-confidence• Develop expertise and knowledge• Support and reassurance• Networking opportunities• Coaching

Benefits for the mentor

• Increased motivation• Challenge• New insights and perspectives• Increased self-esteem & pleasure• Positively influence next generation• Increase peer recognition• Self development & communication

Characteristics of a Good Mentor

• A desire to help• Have had positive experiences• Good reputation for developing others• Time and energy• Up-to-date knowledge• Learning attitude• Demonstrated mentoring skills

Characteristics of the mentee

• Committed to expanding capabilities• Open to new ways of learning/ideas• Able to accept feedback• Willing to apply learning• Focused on achieving results• Able to communicate with others• Personal responsibility & commitment • Knows when to ask for help

Strategic and Tactical Balance

Establishing the what and why in leadership is critical;

how to accomplish the goal is the job of the followers

Alternative mentoring approaches

• Interview your mentor about the topic• Discuss how to develop your ideas• Request help to develop a solution• Self-analysis of your approach• Literature review and findings• Shadow someone

Develop your vision

Consider what you call the mentoring program

Identify specific purposes of the initiative

Analyze organization support

Choose appropriate champion(s)

Consider positioning

Decide levels of formality

Choose delivery modes

Identify roadblocks

The mentoring process

Mentoring is a dynamic fulfilling relationship

A mentor is a learning leader who facilitates a learning process

Growth is the acquisition of attitudes, capabilities, skills and behaviors

The mentoring process

Enhancement occurs through open dialog and free form thinking

Synthesize thoughts about the next steps

Cultivate career self-reliance to achieve high performance

Potential pitfalls

Mismatch between mentor and mentee

Unrealistic expectations

Breaches in confidentiality

Ethical guidelines

Expectations of mentees Confidentiality

Relationship boundariesMentor competence

Ending the relationship

Mentoring Toolkit

“Be Strategic About Mentoring”by Dr. Linda Phillips-Jones

Reap the benefits of success!