Mentorship

Prepared by: Tahir & Amjad

Objectives

• By the end of this presentation the listeners will be able to

• Define Mentoring• Know Relationships related to mentoring• Understand The role of Mentor and Mentee• Know the different situations and phases

related to it• Its application to nursing.

The story

• Mentoring as a concept and practice is by no means new. Its origin date back to the Greek mythology, with the story of Mentor in Homer’s Odyssey. The story is as follows

Story…

• When Odysseus, the king of Ithaca, went to fight in the Trojan war, he entrusted the care of his house hold to Mentor, who served as teacher and overseer of his son,Telemachus. After the war Odysseus was consigned to wander vainly for years in his attempts to return home. With age the now grown Telemachus went in search of his father. Following a long search, Odysseus and Telemachus were finally reunited, and together they cast down pretenders to Odysseus’ throne and to Telemachus’ birthright.

Definition

• Mentoring is the fundamental form of human development where one person invest Time, Energy and personal know-how assisting the growth and ability of another person.

Have you been Mentored?

• Consider for example the following three questions in your life. N answering them, do not focus on the external events. Concentrate on the development or change that occurred with in you.

Questions to you…

• Who helped you to un cover an aspect, an ability, or a talent of yours that, until then had lain dormant and un recognized? Think one such incident.

• Who provided you with the quote that has great meaning for you, that influenced your thinking or behavior, and that you some time repeat? Recall one such quote

Questions to you…

• Who provide you with an “aha!” experience that allowed you to pierce the core of the meaning of the event, in some one, in something or in yourself? Recall one such experience.

From legend to challenged

• Mentors are people who have had a special or memorable helpful effect on our lives or inside ourselves.

Mentoring

• Mentors are helpers. Their style may range from that of a persistent encourager who helps someone build self- confidence to that a stern task master who “teaches;’ to appreciate excellence in performance.

• Mentoring is one of the broadest method of encouraging human growth. Today, mentoring arer related to careers ., but mentor can touch every facet of a person’s being if their offering are accepted and applied in diverse aspects to an individual’s life.

Mentoring…• Mentoring can be defined as a significant, long term,

beneficial effect on a person’s life or style, generally as a result of personal one-to-one contact.

• A mentor is one who offers knowledge, in sight, perspective, or wisdom that is especially useful to the other person.

• Mentoring can be done by anyone, at any time, in almost any place.

• Con take the form of one shot intervention or a life long relationship.

A Variety of Mentoring Relationship.

Highly structured

Virtually no

structure Short-termspontaneous

Long-termEven for life

Length of intervention

For

mat

ion

of r

elat

ions

hip

1-Highly structured, shot term i.e. company

orientation

2-Highly structured, long term i.e. craftsman,

carpenters

3-Informal, short-term i.e. learning tire puncture

4- Informal ,long-term i.e. friendship

Mentor make important contribution to our…..

• Knowledge of the how societal systems, processes, or things work

• Values • Technical competence• Character growth• Knowledge of how to behave in social

situations• Understanding of the world about us

Mentor make important contribution to our…..

• Understanding of how to get things done in or through our organization

• Moral development • Mental development • Mental and physical health and fitness• Understanding of other people and their view

points

Is mentoring for you?

• Investing in others: are you ready, willing and able to mentor others? Are you emotionally and psychologically prepared to invest time and effort in helping others

• Your investment in mentoring• The empowering mentor • Mentor self development.

Your Investment in Mentoring

Mentee need

low

high

high

B D

A C

Mentor’s Resource

Advantages of mentor

• Values and satisfaction • Learning experience• Credit

Understanding mentees’ needs

• Adapting to change (new method & orders to be followed)• Fostering positive self image (all people need for

confidence & +eve self image)• Managing change (time to absorb new vision, coping to stress)

• Delaying with gray areas (nonverbal signals, verbal signals,

gradual change, subtle concerns)

Advantages of mentee• Competence • Goal setting• Motivations and satisfaction• Employability• Psychosocial support• Creativity • Networking opportunities • Organizational change• Personal change• time effectiveness

Positive Behaviors for Mentors

• Seven types of mentors assistance • Shifting context : help a mentee envision a positive

future or outcome.• Listening: Be a sound board when a mentee has a problem

• Identifying feelings: feeling can motivate mentees to achieve success or set themselves up for failure

Positive Behaviors for Mentors

• Productive confrontation: discuss negative intentions or behaviors without being judgmental

• Providing appropriate in formation: suggest possible solutions or source of helpful information

• Delegating authority and giving permission: empower a mentee’s self confidence and counteract negative injunctions that defeat success

• Encouraging exploration of options: help mentee’s consider possibilities beyond the obvious or “tried and true”

Behaviors to Avoid

• Avoid negative behaviors Criticizing (not even constructive criticism)

Giving advice (providing ideas or information

when asked)Rescuing people from self inflicted folly

(the world is full of genuine victims,

these people need help)

Mentors –Mentee Gains

• Developing a partnership (not one way process, learn from each other)

• Anticipated gains (mentor and mentee needs to be explicit about what they hope to gain from this relationship)

• Determining mentees expectations (ask him to write, brief or enlist)

• Developing a mentors mentee agreement (helpful in formal situation)

Special situations

• Mentoring and changing demographics • Cross gender mentoring • Cross-culture mentoring• Mentoring by a supervisor or manager

The factors that influence mentoring relationship

Internal factorsGender

Ethnicity/racePersonalityTime issue

Mentor’s personal style

Mentee needs

External factorsOrganizational context and-

-purposeModel of mentoring-

-relationshipChoice issues

In-Between factorsEthical issues

Mentoring Models

• Apprenticeship• Competency• Reflective Practitioner

Phases of Mentoring

• Initiation• Working• Termination

Initiation Phase

• Become acquainted• Develop trust• Plan

Photo by thtstudios, available under a Creative Commons Attribution-Noncommercial license.

Working Phase

• Active learning• Relationship blossoms• Confidence grows

Termination Phase

• End of relationship• Negative• Positive

References

• Shea, F (2002). Mentoring. How to develop successful mentors behaviors. crisp fifty minutes publishers. Pp 7-89. Ed 3rd

Thank You

Very Much!