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OLS-2: Mentor training workshop on mentoring and coaching: Group 2

tags: OLS-2 mentor-training

Table of content

Participants sign up

Name/pronouns/timezone

  • Naomi/ she/her / UK
  • Piv/ he/him / UTC+1 UK
  • Yo / they/them / UTC+1 UK
  • Holger / he / UTC+1
  • Raniere / he / UTC-3 Brazil
  • Hans-Rudolf / he / UTC+2
  • Samuel / he/him / UTC-4
  • Bruno / he/him / UTC-3
  • Caleb Kibet / he,him/UTC +3
  • Mallory / she/her / UTC+1
  • Meag / she/her / UTC-5

Questions!

Add questions here as we go

  • name / question
  • Naomi / are these slides shareable? Can we have access?
    • A: slides will be shared digitally
  • Mallory / Are any of these mentee-mentor relationship expectations going to be shared with mentees, perhaps on the cohort call? Or is it all up to the mentor to communicate these (the more general expectations, not specifics like when the mentee-mentor calls are)?
  • x

Shared notes

Anyone keen to put brief notes in here?

Tutor: Tracey Rotsey, 360 - transforming people and business

What & How

Key points:

  • set goals
  • give guidance, instruction
  • Goal?
    • Help mentee to achieve their goal
    • Could also bring growth/goal-completion for the mentor
    • What is difference between coach, supervisor etc.? Mentors often have experience in the area they're mentoring and can offer advice.
    • experience transfer
  • Role, responsibilities, expectations
    • Mentor:
      • Role / responsibilities:
        • guidance
        • support timely completion of mentee's work/goals
        • help improve comprehension of mentee's writing / practical output
        • have panoramic view to help mentee find themselves, understand their role, and connect to the broader community
        • active listening
        • be the mentees "cheerleader", celebrating success
      • Expect:
    • Mentee:
      • Role /responsibilities:
        • Show up
        • Share!
        • action and output for the project - this is not something mentors need to be doing.
      • Expect:
  • Critical skills & mindset of mentor
    • know when to step back and admit you don't know an answer - but empower the mentee to find it out.
    • question and challenge where needed!

What is the difference between coaching and mentoring?

  • Coaching is a forward-facing form of support, like mentoring - coaches ask questions (without giving any info)
  • Mentors give advice and guidance, tend to be more experienced. Coaches don't tend to need as much previous background/experience. Coaching is more about skills development, asking questions.

What are the benefits to mentor & mentee?

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From 360 – check if ok to share!

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The mindset of a mentee:

  • beyond "trying to help" towards "helping them build confidence and competence to help themselves"; empowerment not solutionism
  • ask your mentee what support they need, what motivates them, what works well for them
Competencies:
  • "emotional intelligence"
  • relationships
  • communications
  • Storytelling, building vulnerability-based trust

Different types of mentoring:

  • role model
  • specific issue
  • career^
  • buddy (a bit like a running mate, accountability)

^Can also have junior members of staff mentor more senior ones! It's about different perspectives.

Ask yourself: what do you have to bring as a mentor? What is your story?

  • This will often vary based on what your mentee needs- but you also have unique special points you can offer.

The mentor-mentee relationship

  • Do have a convo about what the relationship will be for you and your mentee: define, set expectations, etc.
  • Share inspiring books! To help mentee to explore their goals and expectations.
  • Expectations - communicate them, e.g.:
    • practical - turn up on time, give notice if can't make it
    • Prepare for meeting
    • up to the mentee to do the work
    • be ok with being challenged!
  • Define what the relationship isn't, e.g.
    • it's not your job to work on the project.
    • you're not a late-night/anytime available saviour or agony aunt.
  • Confidentiality
    • everything they say is confidential (unless illegal / potential harm!!) - reassure mentees it is a safe space
    • use common sense, e.g. ask mentee before sharing their project details to someone you want to connect them with in your network (& vice versaa)

Structured framework

Ask yourself:

  • how will you get started with your mentee on your first call?
  • What Qs will you ask to define relationship and expectations?
  • how will you ensure you remain on track?
    • already great framework provided by OLS (schedule, self assessment) ;-)
      • <3

Mentoring model

  1. Define the outcome/goal
  2. Explore options & gain new understanding
  3. Action planning

Define the outcome

  • Clarify the aims and objectives - use your power of questions!
  • take the lead: "we've got 30 minutes - what would be the best use of our time together today?"
  • take responsibility for developing the relationship
  • establish ground rules
  • be an active listener

Explore options & gain new understanding

  • identify background
  • keep focus
  • maintain rapport
  • actively listen
  • support and counsel
  • ensure understanding
  • ask open questions to facilitate discussion (closed questions tend to result in "yes" or "no")
    • open: who, what, why, where, when, how; also "tell me…" "describe to me…"
    • closed: would you…? do you think…? is/does it.. ? <– can be good for clarifying and commitment

Supportive and active listening

  • being present, focus on the individual
  • not just what is said, but how it is said –> observe tone & body language, pick up social cues, reflect them to clarify if true
  • only interrupting when needed to clarify / show understanding
  • not projecting your own views or expectations or making assumptions
  • asking the right Qs (Qs should become obvious as you listen effectively)
  • summarise for them - helps clarify and move into action
  • show your listening by mirroring body language, nodding, etc

Action planning

  • link plans back to objectives
    • what needs to happen now?
    • what is the time frame for this?
    • how will you know if you're successful?
    • What challenges might you face & how would you deal with them?
  • next call, use this to loop back over the same process again - what happened since last time, how do we move forwards?

Practical exercise

Share something in your pairs, 12 minutes each

Measuring progress

  • Informal record
  • reflection from both sides
  • encourage feedback from both sides on things that helped and things that didn't
  • Define what has been achieved and how
  • Project forward into further career

Challenges

  • Typical challenges
    • Lack of self awareness
    • apathy/inertia
    • Blame displacement
    • Getting trapped in the narrative
    • Victim/martyr positioning

One potential solution to blame displacemet and lack of self awareness is promoting and culturing self awareness for the mentee, and ask accountability questions like:

  • "what part have you played in this not working out the way it should?" or,
  • "what do you think you could do differently to make a positive impact here?"

Dealing with apathy/inertia:

  • Reflect back their behaviour and ask the right questions to get to the bottom of what might be happening. Ultimately they are responsible for their actions and commitment to the programme.
  • Note: be careful not to make assumptions about what might be going on
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