We (M. Godek and I) asked our seminar group:
What might you seek from a mentor?
Some answered one or two of the following–
Where are your career directions moving? Where are you now?
What are your visions and aspirations, strengths, weaknesses
and how to relate them.
In addition, suggestions to build soft, technical and wise skills
Navigate the organization, explore new ideas, new career path
Expand your committed network, build confidence.
Who is responsible for setting up a “mentoring connection”?
To many it was a surprise to hear “You are!” Sure many
organizations set up formal mentoring arrangements to achieve
goals for the organization. Not specifically to meet your personal
questions or goals, intentionally, and their metrics reveal that.
It is imperative that you assume responsibility for the mentor,
roles, goals, timing and how to move it forward.
A ‘take home message’ is that there are formal and informal
mentoring connections. While the formal are set up by organizations,
include training, last for a specific period and are designed to
benefit the organization; informal ones involve people who
may not have formal training, offer long term rewards for
both and benefit both partners in a win-win arrangement
that is two-way.
We differentiated Coaching, Teaching and Mentoring
-gain or improve a skill, performance driven COACHING
-discover and acquire knowledge, theoretical, practical,
experiential, laboratory, plant-wide TEACHING
-2-way collaboration, guidance and perspectives in challenging
situations, relationship-based MENTORING
This opened many audience members’ eyes.
Then, with many questions and stories, we discussed
characteristics of good mentors, how to meet and invite
a mentoring relationship that is win-win.
is a link to the session feedback.
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