You are on page 1of 8 irs yk Difference between coaching and mentoring:

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Bad Mentoring: M0 A

Who is a Mentor?
Mentors Motivate Mentors Empower Mentors listen. Mentors guide and navigate. Mentors educate. Mentors provide insight. Mentors are able to network and find resources. Mentors are accessible. Mentors criticize constructively. Mentors are Practical and Knowledgeable Mentors are supportive. Mentors are specific. Mentors care. Mentors succeed. Mentors are admirable. Mentors are non judgmental Mentors are Honest and open minded

Qualities of Mentoring
Developmental Motivating Empowering Navigating Reflecting Teaching Open minded Reciprocity Mutual respect Clear expectations Personal connection Shared values

Qualities of Mentor
Willingness to share skills, knowledge, and expertise. Takes a personal interest in the mentoring relationship. Exhibits enthusiasm in the field. Values ongoing learning and growth in the field. Provides guidance and constructive feedback. Respected by colleagues and employees in all levels of the organization. Demonstrates a positive attitude and acts as a positive role model. Sets and meets ongoing personal and professional goals. Values the opinions and initiatives of others. Motivates others by setting a good example. Willing/able to devote time to developing others

Measures of Mentoring
Constructive criticism and informal feedback Knowledge of the informal and formal rules Knowledge of the procedures Reduction of stress Satisfaction of contributing to overall climate change Increased commitment, productivity and satisfaction of new faculty Retention - prevention of attrition. Encouragement of cooperation and cohesiveness for those involved in the program

Benefits to the Employee

career development increase job satisfaction decrease anxiety and facilitate the onboarding of new employees or newly promoted employees build connections or a network throughout the organization gain insight to the organizational culture and politics

Benefits to the Organization

increase employee retention, particularly with new hires or newly promoted employee increase knowledge of the organization, certain lines of business, or organizational politics increase productivity increase engagement develop a culture of learning facilitate knowledge transfer strengthen the employer brand create opportunities for coaching build connections with senior leaders and employees identify potential leaders increase bench strength, build talent from within, possibly part of a larger succession planning program