Mentors

Planing and taking ownership for ones career
Chapter 7
p.4
How do I take ownership of my own career? I’d like to plan my career journey in such a way that I make the best choices for my development. I want to proactively choose resources that will assist me on my journey.
I suggest you take the initiative and use the Ten Key Questions and Guidelines from the Walk and Talk Guide to help you plan and manage key elements of your career.
Ten Key Questions and Guidelines
What are your key job roles for customer value contribution?
Can you write down your Key Results Areas (KRA’s) and tasks?
What were your activities and involvements for the previous period?
Obtain input from your mentors and colleagues and compile an inventory of your abilities and job, life and transferable skills.
How does the way you behave match up with the behaviourial expectations of your team members and your job?
What is your ten year vision and have you set SMART goals to get there?
What career options apply to you presently:
Growing in your present job?
Moving horizontally or moving vertically?
Seeking outside opportunities?
Who do you mentor, who are your mentors and what contribution do you need from them?
What have you done about succession planning recently?
What value have you added to your company’s sustainable wealth creation ability?
Without feedback from colleagues and mentors you cannot track your progress on your Journey. Remember that you are also part of another support team and your input will be required to enable others to assess their progress.
Did you know that the Performance Management Process is a powerful tool in helping you to reach your career goals?
You will undoubtedly benefit from studying those pages.

Planing and taking ownership for one’s career

Chapter 7 p.4

w&t_question

I Ask

How do I take ownership of my own career? I’d like to plan my career journey in such a way that I make the best choices for my development. I want to proactively choose resources that will assist me on my journey.

w&t_exclamation

I Answer

I suggest you take the initiative and use the Ten Key Questions and Guidelines from the Walk and Talk Guide to help you plan and manage key elements of your career.

Ten Key Questions and Guidelines

  1. What are your key job roles for customer value contribution?
  2. Can you write down your Key Results Areas (KRA’s) and tasks?
  3. What were your activities and involvements for the previous period?
  4. Obtain input from your mentors and colleagues and compile an inventory of your abilities and job, life and transferable skills.
  5. How does the way you behave match up with the behaviourial expectations of your team members and your job?
  6. What is your ten year vision and have you set SMART goals to get there?
  7. What career options apply to you presently:
    • Growing in your present job?
    • Moving horizontally or moving vertically?
    • Seeking outside opportunities?
  8. Who do you mentor, who are your mentors and what contribution do you need from them?
  9. What have you done about succession planning recently?
  10. What value have you added to your company’s sustainable wealth creation ability?
  11. Are you considering midlife career changes, then read this post.
w&t_binoculars

I Explain

Without feedback from colleagues and mentors you cannot track your progress on your Journey. Remember that you are also part of another support team and your input will be required to enable others to assess their progress.

w&t_elephant

I Advise

Did you know that the Performance Management Process is a powerful tool in helping you to reach your career goals?

You will undoubtedly benefit from studying those pages.

Mentoring

Mentoring

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The difference between coaching, mentoring and counseling.

(See also: key result areas)

This page explains coaching, mentoring and counseling and how to apply them in your work and personal life. We do this in a question and answer style of writing. Starting with the question, “What does mentoring mean?”

coaching counseling mentoring

Ask

Do you know what my team player skills leader said to me yesterday? He wants me to act as a mentor to one of my junior colleagues!

But how do I go about it? I’m not even sure if I know what mentoring means.

coaching mentoring

Answer

Mentoring, coaching and counseling are related concepts.

All three deal with a process of helping another person to grow and develop.

In a work environment a mentor, coach or counselor is usually a person who is experienced in the area in which the competencies of a colleague still need development.

The diagram below illustrates the three concepts and how they differ in focus.

mentoring coaching

Mentoring Coaching

Thank you to: Elizabeth Hayes

responsibilities of a mentor

Ask

Yes, but can you tell me what those same core skills are?

mentoring styles

Answer

It is essential that mentors, coaches and counselors have the following skills:

mentorship pictures

Mentorship pictured

mentoring and coaching

Explain

To be able to maximize the growth of the individual being mentored and add value to the relationship, the mentoring skills and style of the mentor should be developed and adapted to suit the developmental level and need of the individual being mentored.

mentorship process

Ask

Wait a minute, there’s still a lot I need to know!

What does it mean to adapt your mentoring style to the developmental level of the individual being mentored?

Mentorship styles (S) in relation to the Developmental level (D) of the individual being mentored

mentorship

Mentorship Process

coaching mentoring e counseling

Answer

According to Hersey and Blanchard, four developmental levels of the individual being mentored can be distinguished, ranging from D1 to D4 (as they call it).

At each level the individual being mentored needs a different monitoring style to maximize growth.

They have further identified four mentoring styles (S1 to S4) which differ from each other in terms of the amount of supportive and directive behavior each encompasses.

The diagram above illustrates what each developmental level entails, as well as the appropriate mentoring style that will facilitate the individual being mentored’s growth to the next level.

differences between coaching and mentoring

Ask

OK, so that means that my colleague , who has high commitment and low competence, is on developmental level D1 and he needs a Directing Mentoring Style. S1: a lot of structure, control and supervision.

coaching y mentoring

Advise

Remember to adapt your mentoring style as your individual being mentored moves to another development level.

mentor ship

Explain

The mentoringprocess can be regarded as the growth of the individual being mentored’s self-concept through goal directed behavior. As indicated in the diagram below, the individual being mentored is guided from one goal (G1) to a more complex one (G2). The sense of achievement leads to the enhancement of the individual being mentored’s self-concept, or sense of self-worth (S-C.1 to S-C.2)

After achieving the goal, it is vital that the mentor assists the individual being mentored to REFLECT on the achievement.

Through reflection (which implies honest feedback) self-analysis and self-evaluation, growth of the individual being mentored’s self-concept is facilitated.

mentorship model

Mentorship model

mentoring y coaching

Advise

The Performance Management Process is a very effective vehicle for setting and reviewing goals.