mentoring, class 4
DESCRIPTION
Mentoring, Class 4. CE 693 (AKA CE 659A). Tonight. Kris Racina UAF HR Director Discussion of mentoring situation Metaphors Mentoring one-on-one Defer “goals” a little Techniques Listening Questions Stories. Artem Clutterbuck. Discussion. - PowerPoint PPT PresentationTRANSCRIPT
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Mentoring, Class 4
CE 693(AKA CE 659A)
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Tonight• Kris Racina– UAF HR Director
• Discussion of mentoring situation– Metaphors
• Mentoring one-on-one– Defer “goals” a little– Techniques• Listening• Questions• Stories
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• Artem• Clutterbuck
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Discussion
– Pick one employee, fictional employee, or yourself– Think of one goal you feel they should have in
order to advance– Explain where they/you are in the conversation
and commitment continuum
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Goals Notes
• Reverse Mentoring• Mentee’s goal is proportional to the sphere of
his influence. • Mentee owned but Mentor guided• Link to Mentee's personal benefits• Imaginary barriers to self improvement• Steps to goals, intermediate goals
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Metaphor
• About to into a difficult meeting, “Watch where you’re going - don’t step on any rattlesnakes.”
• “Don’t step on any toes.”• “The early worm gets eaten.”
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Four Hinges
• Effective Questioning– http://www.changingminds.org/techniques/questioni
ng/questioning.htm
• Active Listening– http://www.changingminds.org/techniques/listening
/active_listening.htm
• Clear feedback
• Well-organized sessions
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Six Steps
1. Mentor/coach and (client) get to know on another to establish clarity and rapport, engage, and agree what the goal is
2. Discuss the current reality, to which the mentor/coach will adapt the mentoring style
3. Explore available options4. Identify and commit to a course of actions (at a
pace the client is comfortable with) in line with shared expectations (that might involve training)
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5. The client implements the agreed actions with the support of and clear (constructive and positive) feedback from mentor
6. The mentor/coach and client consider what has been learned and how they might build on that knowledge, possibly initiating a new cycle.
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Path to Goal
• Step 1 Ask mentee to define the goal as clearly as possible (in no more than 10 words).
• Test definition re SMART– Specific– Measurable– Attainable– Realistic– Time bound
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• Step 2. Explore what would need to be done to achieve
• Step 3. Break step 2 into sub-items and explore
• Step 4. Apply some timelines– When would mentee want to accomplish some
• Step 5. Review the process
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OK, but
• First we have to make it a goal• (more later)
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Pause for Homework
• Crib notes for your first meeting about goals (We’ll update this later.)
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Listening• Don’t yawn• Don’t slouch• Don’t look at your watch• What do you do?
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Active Listening
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Active Listening
• Comprehending– Shared meaning
• Retaining– Remembering
• Responding– Speaker looks for response indicating message is
being listened to
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Barriers
• Shifting to ME• Interrupting• Daydreaming• Hogging• Others?
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Helps
• Positive Encouragement• Give them space– Sit through pauses
• Attentive– Ignore distractions– Stillness– Leaning forward– Tilted head– Gaze
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Questions
• Represents a shift for managers, from– omniscience to– Collaboration
• Help mentee figure it out for themselves
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When not to use Questions
• Twenty questions• Performance feedback• Necessary information• Giving directions• If they lack background
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Useful Questions
• Analyzing and Problem Solving– Say the mentee comes to you with a problem– Help them think about how to solve (themselves)
• Evaluating options and making decisions– How would you do it?
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• Doing things better or differently– What happened?– What can be done to make matters better
• Developing plans– Yes
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Types, Closed End
• Did you take out the garbage?• When is the meeting?• Where is the meeting on the garbage?• Key words: Who, when where– Who? Him.– When? Yesterday.– Where? There.
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Open-Ended
• Why are you reluctant to take out the garbage?
• What will you do to insure that the garbage is taken out?
• What will you do to keep too much garbage from coming into the meeting?
• Key Words: what, how, tell, describe, explain
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Why Not Why
• “Why” typically begs an open-ended response.
• But• Sounds accusatory or “grilling”• Compare– Please explain you thinking on that? Versus– Why the hell did you do it?
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Useful Discussion Strategy
• Seek positive outcomes• Go in a logical flow• Tune in and listen
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+ vs. -
• “I want you to see how your behavior is inappropriate and causing me and everyone else here so much pain.”
• “I want you to realize how you should never do this again.”
• “Let’s discuss what can be learned from this experience and come up with a plan to make things work better in the future.”
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• “I want you to see how your behavior is inappropriate and causing me and everyone else here so much pain.”
• “I want you to realize how you should never do this again.”
• “Let’s discuss what can be learned from this experience and [we or you?] come up with a plan to make things work better in the future.”
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Guide the Flow
• Object is not disciplining• Nor venting my temper• Nor instructing• What is object?
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Growth
• Remember – Dialog– Commitment
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Situation
• Mentee John works in next department. Excellent technical skills, now a new supervisor, eager to learn and advance. You’ve been meeting monthly for six months.
• John has 4 technical employees reporting to him. One has found out you are John’s mentor -
• “When John has a problem with our work he displays a temper and often throws our work on our desk. Stops short of abuse, but is not polite – makes us feel angry or hurt.”
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• You’ve observed John in action, and you believe the employee.
• Now for your regular monthly meeting with John:
• Where are you, the mentor, going? • [next]
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Think
• Where are John and I at in the dialog spectrum?
• Where is John at in the commitment spectrum?
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Think re Dialog and Change
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My Goal?
• Discuss:
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Un-Paused
• Update crib notes.
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Homework
• Items for discussion from Elements of Mentoring – (third point of view – executive who choose
mentees)– Give out numbers in class– 4, 6, 8, 10robert , 13, 18artem, 21mike, 25clint,
31, 32, 35roi, 36, 38jake, 50, 51, 52lon• Read and print out Missouri Mentoring docs.