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Mentor Training

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Alexis Mugele

on 20 June 2017

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Transcript of Mentor Training

Uncharted Territory
Mentor Training: "Bring Out the Best"
The Bread and Butter of Mentoring
In a Nut Shell
Who Are Or Have Been Your Mentors?
Attract, retain and engage high performers
Swiftly acculturate new members
Foster a collaborative environment
Building a better foundation
Increase stability and productivity
Create an avenue for interdisciplinary partnerships
Develop leadership talent
Establish a culture of life long learning
Being a mentor is the most effective way of extending one’s professional contributions
Mentoring is Critical to...
How do we know what we are doing is working?
Reaching the Tipping Point
Looking out for the
Lollipop Moments
Influence in everyday is an enormous power.
Time for a Pep Talk

Provide the tools for successful mentoring relationships.
Identify the difference between preceptor and mentor
Discuss why is mentoring important
Assess your own mentoring style
Develop tools for dealing with difficult situations.

Goals and Objectives
Someone who imparts wisdom to and shares knowledge with a less experienced colleague.
Long-term relationship based on the development and advancement of others
A teacher or instructor responsible to uphold a certain law or tradition.
An expert who gives practical experience and training to a student.
A time-limited relationship based on imparting skills and evaluating performance
Serve as a good example and invests in someone's growth
Assessment – data & insights about the mentee (strengths and weaknesses)
Challenge – push the mentee beyond their comfort zone, point out problems
Support – encouragement, respect, inspiration
Advocacy – open doors to new learning experiences, resources, people
Mentors Provide…
May not be a single person, but a network that meets multifaceted needs
What is your communication style?
Allow for the proper time and space
Ask non-threatening questions
Restate key points
Summarize the issues
Outline the next steps

Active listening builds trust. Trust is a critical factor in the success of any relationship.

Providing Feedback: Common Mistakes
Communication Basics
Too long or too vague
Exaggerated with generalities
Judges the person, not the action
Gets “sandwiched” rather then standing alone
Psychoanalyzes the motives
contains an implied threat or inappropriate humor
Presented as a question rather then a statement
Be sensitive to the emotional impact
Be specific and focus on a simple message
Give timely feedback
Recreate the behavior if necessary
Pay attention to the body language
Acknowledge the impact of the behavior
Providing Feedback:Tips that work

Asking questions that raise awareness
Making suggestions
Giving Feedback
Offering Guidance
Giving Advice

Directive = Push
Solving someone’s
problem for them
Indirect = Pull
Helping someone to
solve their own problems
Spectrum of Coaching Skills
Underestimating the of potential of your mentee
Expecting the mentee to defer to you
Failing to respect your mentees goals
Inappropriate praise or criticism
Encouraging or ignoring ethical violations
Standing in the way of your mentees advancement
Avoiding conflict
Common Mentor/Mentee Issues
How to avoid or work through?
Habits of an Effective Mentor
Mentors know the big picture

Mentors are masters
Mentors have all the answers
Mentors help people overcome barriers (institutional, cultural) and stimulate mentees to develop their own inner leader/vision.
Mentors know their own niche
Mentors make mistakes too
Mentors have great questions
DOPE Bird 4 Personality Types
A tool to help you better understand your inner being and those around you.
Assessment Process
Monthly Check-ins
What to do with issues?
How to set realistic goals?
Evaluation of growth
Communication Type: Asking
Indirect, Slow Pace, Better Listener
Communication Type: Telling
Fast Paced, Risk Taker, Opinionated, Selective listening
Communication Style: Asking
Avoids Risk, Soft Voice, Cautious, Asks Permission
Communication Style: Telling
Loud, Rule breaker, Highly Assertive, Makes Statements
"Excitement Seeker"
"Results Seeker"
Faithful and Devoted
Controlled, stiff posture with few gestures
Detail Conscious
Asks many questions
"Detail Seeker"
Intense Eye Contact
Decisive Statements with Organized Delivery
Impatient, get's to the bottom line
Knows Everything
Rather Tell than Ask
Highly Animated and Eager
Shares Personal Feelings
Looks for Credit
Dominates, interrupts
"Harmony Seeker"
Seeks Support
Sincere, Frequent Smile
Reassuring Effect
Resists Change
Stays uninvolved
Some strengths I will bring to a mentoring relationship are...

One of my worries about being a mentor are...

One thing I hope to gain from being a mentor...

The most important thing I hope my mentee will gain is...
Why did you come today?
Full transcript