The Manager's Pocket Guide to Effective Mentoring, Zarządzanie produkcją, Management
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The Manager’s Pocket Guide to
Effective
Mentoring
Dr. Norman H. Cohen
HRD Press
Amherst, Massachusetts
© 1999 by Dr. Norman H. Cohen
All rights reserved. Any reproduction in any media
of the materials that appear in this book without
written permission from HRD Press is a violation of
copyright law.
Published by:
HRD Press
22 Amherst Road
Amherst, MA 01002
1-800-822-2801 (U.S. and Canada)
413-253-3488
413-253-3490 (FAX)
www.hrdpress.com
ISBN 0-87425-469-8
Cover design by Eileen Klockars
Editorial services by Robie Grant
Production services by Clark Riley
T
ABLE OF
C
ONTENTS
This Pocket Guide is designed for use by the
mentor practitioner. The information has been
specifically arranged in a format that should
provide quick access to the basic concepts and
techniques applicable to the mentoring model of
learning.
GENERAL INTRODUCTION:
T
HE
M
ANAGER
’
S
P
OCKET
G
UIDE TO
E
FFECTIVE
M
ENTORING
Purpose ............................................................ ix
Mentoring Today ............................................... x
Organization of Work ...................................... xi
Additional Information about Mentoring ........ xi
T
HE
M
ENTOR
R
OLE
: A
N
I
NTRODUCTION
The Six Mentoring Dimensions ........................ 3
Planned Sessions ............................................. 4
Holistic Experience ........................................... 4
Active Participation .......................................... 4
Ideal vs. Realistic .............................................. 5
T
HE
C
OMPLETE
M
ENTOR
R
OLE
: A
CTIONS AND
P
URPOSE
Introduction ...................................................... 9
Relationship Dimension ................................. 10
Informative Dimension ................................... 10
Facilitative Dimension .................................... 11
Confrontive Dimension .................................. 11
Mentor Model Dimension ............................... 12
Employee Vision Dimension .......................... 12
iii
✵
The Manager’s Pocket Guide to Effective Mentoring
P
HASES OF THE
M
ENTORING
R
ELATIONSHIP
Introduction .................................................... 15
Concept of Phases .......................................... 16
Outline of Phases ........................................... 17
A
PPLYING THE
S
IX
M
ENTOR
D
IMENSIONS
Introduction .................................................... 21
Relationship Dimension
—
Trust
................... 22
Introduction .................................................... 22
Familiarity—Pluses and Minuses .................. 23
Barriers ........................................................... 23
Minimal or No Prior Contact .......................... 24
The Need to Create Trust ............................... 24
The Mentee Experience—Acceptance vs.
Invalidation ..................................................... 25
Refrain from Instant Disagreement ............... 26
Timing of Remarks ......................................... 26
Avoid Inappropriate Competition ................... 27
Informative Dimension
—
Advice
.................. 29
Introduction .................................................... 29
Avoid the Quick Fix ........................................ 29
Be Alert to Old Patterns ................................. 30
Tailored Advice, Not Platitudes ...................... 31
Use of the
Mentee Profile Form
....................... 32
Networking ..................................................... 34
Assessing the Value of Information ............... 34
Facilitative Dimension
—
Alternatives
.......... 36
Introduction .................................................... 36
Sometimes a Difficult Process ........................ 37
Stress and Education ..................................... 37
iv
Table of Contents
✵
Value of Discomfort ........................................ 38
Learning to Interpret Stress ........................... 38
Protecting Mentee Decisions .......................... 39
Confrontive Dimension
—
Challenge
............ 40
Introduction .................................................... 40
Four Important Variables ............................... 41
Respect as a Stabilizer ................................... 42
Referral ........................................................... 43
Sufficient Time to Respond ............................ 43
Insight and Change ........................................ 44
Mentor Model Dimension
—
Motivation
........ 46
Introduction .................................................... 46
Motivation ....................................................... 47
Value of Self-Disclosure ................................. 47
Issues of Disclosure ....................................... 49
Dealing with Risk ........................................... 51
Personalize the Relationship .......................... 52
Employee Vision Dimension
—
Initiative
...... 54
Introduction .................................................... 54
Mentee Potential ............................................. 55
Mentor Reservations ...................................... 55
Communicating Concern ............................... 57
Consequences of Avoidance ........................... 57
Advocacy Viewpoint ........................................ 58
Initiating and Managing Change ................... 59
Mentor Satisfaction with Results ................... 60
Maintaining Records of Mentoring Sessions
.. 65
Purpose of Notes ............................................. 65
Suggested Form for Records .......................... 66
v
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