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Mentoring: "How To Be An Effective Mentor." - brandjontan (Jon Tan)

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Brandjontan Jon Tan
Brandjontan Jon Tan

The document discusses the importance and process of mentoring. It states that mentoring is an effective HR development process that can be used for new hires, high potentials, career development, and succession planning. An effective mentor must have expertise in the area, experience, and the ability to act as a role model, confidant, and coach. They should facilitate learning at the mentee's pace, motivate them, and help identify and overcome challenges. For mentoring to be successful, mentees must be visionary, ambitious, and open to feedback, while mentors should follow a process of setting goals and objectives, creating an action plan, and monitoring progress.

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CHARISMATIC MENTORING HOW TO BE AN EFFECTIVE MENTOR BRANDJONTAN (JON TAN) 2001
WHY THE NEED FOR MENTORING THE “ROLE MODEL” FUNCTION OF A MENTOR, IS A HIGHLY EFFECTIVE HR DEVELOPMENT PROCESS, SUITED FOR VARIOUS PURPOSES. I. NEW COMPANY HIRES. II. NEW DEPARTMENT/DIVISION HIRES. III. HIGH-POTENTIAL TALENTS. IV. MOTIVATED PEOPLE. V. UNDER-ACHIEVERS.
WHY THE NEED FOR MENTORING VI. PEOPLE ON CAREER BREAKS. VII. SPECIFIC SKILL OR TALENT DEVELOPMENT: LEADERSHIP, COMMUNICATION, CREATIVITY, DIVERSITY, ETC. VIII. CAREER PROGRESSION. IX. SUCCESSION PLANNING. X. REDUNDANCY SUPPORT PROGRAM.
PRE-REQUISITES OF AN EFFECTIVE MENTOR AS A “ROLE MODEL”, THE MANDATORY “QUALIFICATIONS” OF AN EFFECTIVE MENTOR ARE:  EXPERTISE IN SPECIFIC AREA OF MENTORING, MUST BE HIGHER THAN THAT OF THE MENTEE.  POSSESS EXPERIENTIAL KNOWLEDGE.  RECOGNITION AS AN AUTHORITY/EXPERT IN THE SPECIFIC AREA OF MENTORING.  RELEVANT NETWORK.
PRE-REQUISITES OF AN EFFECTIVE MENTOR THE 3 INTEGRATED FUNCTIONS OF AN EFECTIVE MENTOR: I. ROLE MODEL. II. CONFIDANTE. III. COACH. (WHEN MENTEE IS NOT “ON-TRACK”, OR NOT “MOVING FORWARD”, OR IN DOWNTIME…)
PRE-REQUISITES OF AN EFFECTIVE MENTOR THE “ROLE MODEL” FUNCTION OF AN EFFECTIVE MENTOR IS 3-PRONG: I. FACILITATOR. II. MOTIVATOR. III. “COUNSELLOR”
PRE-REQUISITES OF AN EFFECTIVE MENTOR I. FACILITATOR A. CUSTOMISE TO THE MENTEE’S PSYCHOGRAPHICS PROFILE. B. GO AT THE PACE OF THE MENTEE. C. ENSURE EFFECTIVE LEARNING.
PRE-REQUISITES OF AN EFFECTIVE MENTOR I. MOTIVATOR A. RADIATE POSITIVE ATTITUDE WITH HIGH ENTHUSIASM. B. ENSURE THAT MENTEE KEEPS TO THE VISION PLAN. C. INSPIRE WITH EXPERIENTIAL KNOWLEDGE.
PRE-REQUISITES OF AN EFFECTIVE MENTOR I. “COUNSELLOR” A. RESPECT THE MENTEE’S UNIQUE “MODEL OF THE WORLD”. B. IDENTIFY NEGATIVE EMOTIONS/DISEMPOWERING PATTERNS. C. BE A CATALYST FOR MENTEE’S BREAKTHROUGH.
QUALITIES OF A GOOD MENTEE OVERALL QUALITIES: I. VISIONARY. II. OPTIMIST-REALIST. III. AMBITIOUS. IV. EAGER BEAVER. V. RISK-TAKER.
QUALITIES OF A GOOD MENTEE OVERALL QUALITIES: VI. ENDURANCE/PATIENCE. VII. TEAM PLAYER. VIII. SELF-AWARENESS. IX. SELF-RESPONSIBILITY. X. TRUSTING: OPEN AND HONEST.
METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. AIM ACTION PLAN ACHIEVEMENT
METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. AIM A. SET VISION PLAN. INCORPORATING LONG-RANGE 5-YEAR GOALS. THEN, BREAK DOWN TO 3-YEAR GOALS, 1-YEAR GOALS, AND MONTHLY GOALS. B. ESTABLISH SPECIFIC BOUNDARIES FOR MENTORING. “SCOPE OF MENTORING”, BY MAIN MENTOR (BUDDY), AND ADDITIONAL MENTORS, PLUS “SPECIALIST” MENTORS. C. DEFINE DESIRED OUTCOMES. THIS IS IN TANDEM WITH THE ABOVE SET VISION PLAN, AND THE “SCOPE OF MENTORING”.
METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. ACTION PLAN A. DESIGN ACTION PLAN. B. MENTOR TO DESIGNATED ACTIVITIES. C. TRACK MENTEE IN ACTION. D. EVALUATE MENTEE’S PERFORMANCE. E. CORRECT PERFORMANCE GAPS.
METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. ACHIEVEMENT A. MONITOR MENTEE’S RATE OF PROGRESS. B. DECISION ON WHETHER TO MAINTAIN PACE, OR INCREASE PACE OR DECREASE PACE. C. REVISIT ACTION PLAN. WHEN NECESSARY, REVISE ACTION PLAN, IN LINE WITH “REVISED” COMMITMENT.

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Mentoring: "How To Be An Effective Mentor." - brandjontan (Jon Tan)

  • 1. CHARISMATIC MENTORING HOW TO BE AN EFFECTIVE MENTOR BRANDJONTAN (JON TAN) 2001
  • 2. WHY THE NEED FOR MENTORING THE “ROLE MODEL” FUNCTION OF A MENTOR, IS A HIGHLY EFFECTIVE HR DEVELOPMENT PROCESS, SUITED FOR VARIOUS PURPOSES. I. NEW COMPANY HIRES. II. NEW DEPARTMENT/DIVISION HIRES. III. HIGH-POTENTIAL TALENTS. IV. MOTIVATED PEOPLE. V. UNDER-ACHIEVERS.
  • 3. WHY THE NEED FOR MENTORING VI. PEOPLE ON CAREER BREAKS. VII. SPECIFIC SKILL OR TALENT DEVELOPMENT: LEADERSHIP, COMMUNICATION, CREATIVITY, DIVERSITY, ETC. VIII. CAREER PROGRESSION. IX. SUCCESSION PLANNING. X. REDUNDANCY SUPPORT PROGRAM.
  • 4. PRE-REQUISITES OF AN EFFECTIVE MENTOR AS A “ROLE MODEL”, THE MANDATORY “QUALIFICATIONS” OF AN EFFECTIVE MENTOR ARE:  EXPERTISE IN SPECIFIC AREA OF MENTORING, MUST BE HIGHER THAN THAT OF THE MENTEE.  POSSESS EXPERIENTIAL KNOWLEDGE.  RECOGNITION AS AN AUTHORITY/EXPERT IN THE SPECIFIC AREA OF MENTORING.  RELEVANT NETWORK.
  • 5. PRE-REQUISITES OF AN EFFECTIVE MENTOR THE 3 INTEGRATED FUNCTIONS OF AN EFECTIVE MENTOR: I. ROLE MODEL. II. CONFIDANTE. III. COACH. (WHEN MENTEE IS NOT “ON-TRACK”, OR NOT “MOVING FORWARD”, OR IN DOWNTIME…)
  • 6. PRE-REQUISITES OF AN EFFECTIVE MENTOR THE “ROLE MODEL” FUNCTION OF AN EFFECTIVE MENTOR IS 3-PRONG: I. FACILITATOR. II. MOTIVATOR. III. “COUNSELLOR”
  • 7. PRE-REQUISITES OF AN EFFECTIVE MENTOR I. FACILITATOR A. CUSTOMISE TO THE MENTEE’S PSYCHOGRAPHICS PROFILE. B. GO AT THE PACE OF THE MENTEE. C. ENSURE EFFECTIVE LEARNING.
  • 8. PRE-REQUISITES OF AN EFFECTIVE MENTOR I. MOTIVATOR A. RADIATE POSITIVE ATTITUDE WITH HIGH ENTHUSIASM. B. ENSURE THAT MENTEE KEEPS TO THE VISION PLAN. C. INSPIRE WITH EXPERIENTIAL KNOWLEDGE.
  • 9. PRE-REQUISITES OF AN EFFECTIVE MENTOR I. “COUNSELLOR” A. RESPECT THE MENTEE’S UNIQUE “MODEL OF THE WORLD”. B. IDENTIFY NEGATIVE EMOTIONS/DISEMPOWERING PATTERNS. C. BE A CATALYST FOR MENTEE’S BREAKTHROUGH.
  • 10. QUALITIES OF A GOOD MENTEE OVERALL QUALITIES: I. VISIONARY. II. OPTIMIST-REALIST. III. AMBITIOUS. IV. EAGER BEAVER. V. RISK-TAKER.
  • 11. QUALITIES OF A GOOD MENTEE OVERALL QUALITIES: VI. ENDURANCE/PATIENCE. VII. TEAM PLAYER. VIII. SELF-AWARENESS. IX. SELF-RESPONSIBILITY. X. TRUSTING: OPEN AND HONEST.
  • 12. METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. AIM ACTION PLAN ACHIEVEMENT
  • 13. METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. AIM A. SET VISION PLAN. INCORPORATING LONG-RANGE 5-YEAR GOALS. THEN, BREAK DOWN TO 3-YEAR GOALS, 1-YEAR GOALS, AND MONTHLY GOALS. B. ESTABLISH SPECIFIC BOUNDARIES FOR MENTORING. “SCOPE OF MENTORING”, BY MAIN MENTOR (BUDDY), AND ADDITIONAL MENTORS, PLUS “SPECIALIST” MENTORS. C. DEFINE DESIRED OUTCOMES. THIS IS IN TANDEM WITH THE ABOVE SET VISION PLAN, AND THE “SCOPE OF MENTORING”.
  • 14. METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. ACTION PLAN A. DESIGN ACTION PLAN. B. MENTOR TO DESIGNATED ACTIVITIES. C. TRACK MENTEE IN ACTION. D. EVALUATE MENTEE’S PERFORMANCE. E. CORRECT PERFORMANCE GAPS.
  • 15. METHODOLOGY AND PROCESS OF MENTORING: THE “AAA” MODEL. ACHIEVEMENT A. MONITOR MENTEE’S RATE OF PROGRESS. B. DECISION ON WHETHER TO MAINTAIN PACE, OR INCREASE PACE OR DECREASE PACE. C. REVISIT ACTION PLAN. WHEN NECESSARY, REVISE ACTION PLAN, IN LINE WITH “REVISED” COMMITMENT.