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Employee development


Neil Hazzard

on 21 March 2013

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Transcript of Employee development

MY IDEAL MENTOR Imagine you were looking for a mentor. What qualities would you want in your ideal mentor? The following exercise invites you to clarify these qualities. My ideal mentor would be: Schedule Break Down Handout 1
Learning Styles
Mentors many roles
Handout 2
Activity 1 Video Mentoring Activist Reflector Theorist Pragmatist Emphasises the concrete experience stage of the cycle. Enjoys and learns best from new experiences and the ‘here and now’. Corresponds most closely with Diverger. Focuses on reflective stage. Tends to stand back from direct engagement and undertakes a thorough analysis of data. Matches most closely with Assimilator. Related to conceptualisation stage. The emphasis is on making sense of data in a logical fashion to produce a synthesis with wide application. Corresponds with Converger. Focuses on experimentation stage. Keen to try out ideas and discover what works in practice. Corresponds most closely with Accommodator Somebody who I could respect.
Somebody who made me feel safe.
Somebody who I could bounce ideas off.
Somebody who helped me to find creative solutions to problems.
Somebody who encouraged me to act, rather than to talk too much. The mentor’s many roles Classic Mentors
Advisers Coaches
Leaders Credibility Through Age
Through Books
Through Knowledge
Through Success
Through Street-wisdom Through Chemistry
Through Being a Truth-Teller
Through Expertise
Through Presence
Through Appearance Different mentors gain respect in different ways. What are your strengths? What others things can you do to make sure that people are open to what you offer? Describe three things you can do to gain credibility as a mentor. Credibility Different mentors offer different things to their customers. What can you offer? What can’t you offer? Clarity helps you to make clear contacts, both with yourself and with your customers. Clarity Challenges Choices Consequences Creative
solutions Conclusions Benefits both Mentor and Mentee.
Supports organisations with a learning culture. Why is mentoring important? Benefits of mentoring For Mentor
Opportunity to further your own personal development.
Chance for you to update your own ideas and techniques.
An opportunity to participate in your organisations training and development strategies.
Increased peer recognition and network of contacts.
Increased personal reputation and job satisfaction.
Satisfaction of seeing your advice being put into effect with good results.
The mentee brings a new outlook to the organisation by challenging established procedures and values.
Something else for you to include on your CV. For Mentee
Mentees are able to adapt quickly and to find their feet within the organisation.
A ready, impartial and trusted source of advice is available to them.
Through the mentor they will have a ready communication link with all levels within the organisation.
The mentor can be a role model, available to help them focus their career aspirations and to work towards their objectives.
The mentor is a source of help If they are undertaking a formal training or development programme.
The mentor is able to help them to understand and to get to grips with the structures of the organisations.
The mentee can gain a higher profile within the organisation through the encouragement and support of the mentor.
By observing the mentor they can gain an insight into the workings of the organisation. My ideal mentoring session Put yourself in the role of mentee. Imagine that today you are having a 2-hour meeting with your mentor. What would constitute an ideal mentoring session? The following exercise invites you to clarify your picture of perfection. My ideal mentoring session would be one where: Advice
Devil’s advocate
Advocate Mentor
Director Counsellor
Conciliator Coach
Skills, expertise development
Technological proficiency What a mentor does Contributes to personal development Shares Ensures a balanced exchange Accompanies the learner Relates receptively Develops personal qualities Sets up a creative project Creates a sense of community Manages his own development and learning Megginson. D, Clutterbuck. D (1997:68) Pegg. M (2006:19) Stewart. J, (1999:111) Pegg. M (2006:20-22) Pegg. M, 2006:23-26 Pegg. M, 2006:27 ej4, Video elearning: What is Mentoring? (online) 2012 Pegg. M, 2006:30 ‘Five C Model’ Pegg. M, 2006:9 Kay. D, Hinds. R, 2007:92,93 Kay. D, Hinds. R, 2007:90,91 Pegg. M (2006:34) Pettinger. R (2002:125) Thank You for Participating You should have a basic understanding of a mentors duties Any Questions? Handout 3
What a Mentor Does
Why is mentoring important
Benefits of mentoring
Handout 4
Mentoring, Coaching and Counseling Timetable Activity
9:15 Tea and Coffee
9:30 Registration/icebreaker
9:40 Introduction, participants’ expectations
10:10 Transformational leadership
11:00 Refreshments
11:20 Career development
12:10 lunch
1:00 Introduction to mentoring and handout exercises.
1:15 activity
1:35 Back to slides
1:50 coaching
2:40 refreshments
3:00 Employee engagement
3:50 Managing diversity
4:40 Workshop evaluation pro-forma
5:00 END
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