D74 toastmasters mentoring w shop 2016 slideshare version

Mentoring for GrowthToastmasters D74

Adolph Kaestner DTM. PDG

Cell Phones

Thank You

Your Expectations

Lets Learn and Have Fun

Mentoring in Toastmasters

The 8 TM Mentoring Programmes

Speaking Skills Mentors

e.g. Body Language, Voice, Stage Presence ,

Presentations, Microphone etc…

Manual Assignment

Mentors e.g. CC 1, 2 3 4 or

Advanced Manual Mentors

Individual Member Mentors

One on One A to Z Mentoring

The 8 TM Mentoring Programmes

Coordinator Mentors

District Officer Mentors

Club Officer Mentors

Club Mentors

D74 Contestant Mentors

Your Mentoring Experiences

As Mentor As Mentee

Current MenteesCurrent Mentors

Your Mentoring Wish Lists

I Wish My MENTOR Would…

I Wish My Mentee Would…

Keep your Wish List Sheet for later

Personalities & Compatibility

Who Are You ?

Personality Style QuizColumn 1 Column 2 Column 3 Column 4

Stubborn Persuasive Gentle Humble

Competitive Obliging Playful Obedient

Adventurous Life of Party Moderate Precise

Determined Convincing Good Natured Cautious

Assertive Optimistic Lenient Accurate

Each row should have a 7, 5, 3, and 1; No ties are allowed.Total Score for all columns = 80

Source: - Merrill-Reid Social Styles

Personality Styles - Answers

Personality Styles Column 1

DIRECTORS: firm forcefulconfident competitivedecisive determined impatient risk-takers.

The Boss In Charge

Personality Styles Column 2

SOCIALISERS: outgoingoptimisticenthusiastic in the centre ideas talk a lot …. about themselves!

Always Happy Hour

Personality Styles Column 3

RELATERS: genial team players. prefer stability

low risk caring likeable timid.

Mother Hen

Personality Styles Column 4

THINKERS: self-controlledconsiderateanalysis-highemotion-low clarityorder stiff personality The Analysist

How Closed or Open are You?

Your Johari Window 1Known by self

Unknown by self

Knownby others

Unknownby others

Open area

Blind

area

Hiddenarea

Unknownarea

1 2

3 4

Your Johari Window 2Known by self

Unknown by self

Knownby others

Unknownby others

ask

Open area

Blind

area

Hiddenarea

Unknownarea

S E LF DI Sc

1 2

3 4

Feedback

Your Johari Window 3Known by self

Unknown by self

Knownby others

Unknownby others

ask

tell

Open area

shared discov.

Blind

area

others' observation

Hiddenarea

Unknownarea

S E LF DI S

1 2

3 4

self-disclosure/exposure

Feedback

Your Johari Window 4Known by self

Unknown by self

Knownby others

Unknownby others

ask

tell

Open area

Blind

area

Hiddenarea

Unknownarea

1 2

3 4

Your Johari Window 5Known by self

Unknown by self

Knownby others

Unknownby others

ask

tell

Open area

shared discov.

Blind

area

others' observation

Hiddenarea

Unknownarea

S E LF DI S

1 2

3 4

self-disclosure/exposure

Feedback

Openness & Sharing is the Key

The Have

to Know’

sThe

Good to

Know’s

The Nice to Know’

s

Ann Rolfewww.mentoring–works.com

Robert Rosell www.qmr.com

Business Balls www.businessballs.com

Cliff F. Grimes http://www.accel-team.com

Jan Brause www.janbrause.co.uk

Toastmasters Mentoring Module

Some of the Sources Used

Thanks for the guidance!

What Is Mentoring

Growth and Development

Even Eagles Need Mentors

-NB The Video Clip to large to add

Definitions - TrainingTraining The acquisition of knowledge, skills, and competencies as a result of the teaching of practical skills and knowledge that relates to specific useful tasks.

Focus = Skills Development

Definitions - Coaching Coaching The process by which the coach helps coachees to find their own solutions, by asking questions that give them insight into their situations without offering solutions.Focus = Performance Development

Definitions - Mentoring Mentoring The Unselfish Sharing of Knowledge, Skill and Experience so as to enable the Mentee to Learn, Grow and Develop and the Mentor to be Fulfilled”

Focus = Personal Development

Old vs. New Thinking Old Mentor Picks Mentee Mentor is more Senior One Mentor Only Mentor Tells Mentor Give Advice One On One Relationship For the Young

New You look for Mentor Age/Position irrelevant Many Mentors Mentor Sounding Board Assist to Solve Problem Many ways to mentor – groups etc. For anybody needing to grow

Make it work for all parties

The 4 Pillars

Inquire – Share – Encourage - Care

Pillar # 1 – Inquire & Listen

Mentor Listen Ask Question Guide Challenge Problem Solve Provide Resources Stimulate Ideas

Mentee Ask Questions Listen Seek Clarification Test Concepts Priority is to Learn Research Ongoing Learning

Skills = Questioning & Listening

Pillar # 2 – Share

Skill = Giving Unselfishly

SHARE

Pillar # 3 – Encourage Mentor Check Projects Give Honest Feedback Challenge Share Own Mistakes Take along to meetings & Business Functions Celebrate Successes Positive K I T A

Mentee Manage the Process Do Assignments Active Learning Try New Ideas Find and Attend Free Seminars & W/Shops Say Thank You

Skill = Motivation

Pillar # 4 – Care Mentor and Mentee

Allocating Time Availability Keeping

Commitments Sharing Resources Support and Back-

up Trust

Skill = Forgiveness

Mentor and Mentee

Communicate

Assist

Respect

Empathy

The 5th Pillar

Imagination & Creativity

Effective Listening

Hearing

Listening

The 6 to 1 Rule

213 4

5

6

Questioning Techniques

If you don’t ask – you won’t get

Questions are Powerful Tools

19 Different Types of Questions

The Roles of Mentor & Mentee

A Mutually Beneficial Relationship

Expectations of your Mentee NB The Video Clip to large to add

The Mentor

The Conductor

The Role of a Mentor?A Mentor Serves as

a Role Model , Tutor, and ConfidanteOffering

Knowledge, Insight, Perspective and Wisdom

Useful to the Mentee

To Be Available To Share

a trusted friend a guide a good listener a responsive

specialist a reliable person a sounding board a networker a role model

A Mentor IS

Mentors Practice Tough Love

a motivator a resource a tutor a companion a cheerleader a confidant a supporter an advisor

a guarantee to success

a protector for misconduct

a protector for poor performance

a parent a foster parent a baby sitter a therapist /

councillor a parole office a cool peer

A Mentor IS NOT

Mentors Must Not Cross The Line

a saviour a bank or ATM a taxi a social worker a personal advisor a secretary a psychologist a nag a lover

Set better goals

Improve performance Increase self

awareness Transition, move

forward Strengthen

relationships

Develop strategies

Mentors Help Mentees To

The Helping Hand In The Land

Improve quality of life

Succeed in business

Build proficiencies

Improve communication

Be more creative

Improve environments

Mentor Responsibilities 1 Be totally trustworthy Be an exceptional listener Be available Be a friend Evaluate constructively CRITICISE in private only Give practical, usable input

To Be Available To Share

Be Confident Be Positive Be Patient Be Flexible If you don’t know –

say so Find out Be source of

reference

Mentor Responsibilities 2

To Be Available To Share

Help them grow Play on comfort zones Don’t clone them Help them develop and polish their own

style Encourage & push (+ K.I.T.A.) Improve Performance Expose them to better ways of doing things RECOGNISE achievements

Mentor Responsibilities 3

To Be Available To Share

What Mentors Do 1 Set high expectations of

performance Offer challenging ideas Help build self-confidence Encourage professional

behaviour Offer friendship Listen to personal problems Confront negative

behaviours and attitudes Teach by example Provide growth experiences

What Mentors Do 2 Offer quotable quotes / affirmations Explain how the business works Encourage winning behaviour Coach their mentees Offer wise counsel Trigger self-awareness Inspire their mentees Share critical knowledge Stand by their mentees in critical

situations

What Mentors Do 3 Offer encouragement Assist with their Mentee's

careers Plans the development of

people Reviews development

plans Requires that people

develop Gives instruction on the

job Corrects mistakes when

they occur Considers job rotation

opportunities

What Mentors Do 4 provides time for development activities develops replacement candidates identifies people development needs works with other development resources places formal and informal resources plans upward career paths identifies promotion potential

Is to demonstrate that

COURAGE Is not the absence of fear

But

Doing what one fears most

The Mentors Challenge

Stretch the Mentee to New Heights

W. I. I. F. Mentor Test your knowledge and skills See if you can share – secrets Learn more skills yourself Test your training skills Test your giving Test your listening skills Test your leadership skills Reward you for your efforts

To Revel In The Growth Others

The Mentee

Self Discovery & Exploring

They must be themselves

NB The Video Clip to large to add

What is a Mentee?

A Mentee Seeks To Learn , Understand, and Adopt

NewSkills, Concepts, Procedures, Tips

and Practice Until these are Mastered

The Willing and Grateful Learner

Responsibilities of Mentee Be Eager to Learn – Self

Study Be Receptive to

Feedback Be Open to New Ideas Practice what is

suggested Be Proactive – Don’t

Wait Be Honest with Mentor Be GratefulBe Willing to Put In EXTRA Time

W. I. I. F. Mentee Learn Faster Learn More Personal Sounding Board Overcome Fears Faster Build Confidence Access to Resources Achieve & Exceed Goals

To Learn From Experience

W.I.I.F.CLUB Members Know The Programme Members Know Club Standards Members Participate More - KITA Members are More Satisfied Members Stay Longer Members Learn Members Grow Club achieves its

DCP Goals and Status

Making Mentoring Work Formal item on member needs analysis Invite them ---- Sell the sizzle Train them

Mentor Mentee Coordinator

MENTOR them Evaluate them Reward them

The Mentoring Meetings

Making the Interventions Work

The Development Spectrum

Different Solutions for Different Needs

Instructor Coach Mentor

Training Facilitating

TeachingSkills for

Specific Task

Enabling Self

Development

Supporting to achieve

Specified Goals

The 3 Phases of the Relationship

Start Right and Gain Best Results

Phase 1 Phase 2 Phase 3

Starting Relating Parting

Initial contactBuilding rapportDefining the scopeClarifying rolesSetting goalsNegotiating agreement, contract and commitment

Developing the relationshipContinuous process of goal setting, action planning, implementing and reviewDecision-makingProblem-solvingDevelopment and growth of both parties

Evaluation of processAcknowledgement of contributionClosure and celebrationRedefinition of the relationship

The Needs Analysis

Know Where and Why you are going there

1. Mentee Profile2. Members Educational Record3. 18 Reasons to Join Toastmasters4. Members Goals5. CC Assignment Completion Plan6. Mentoring Agreement7. Mentoring Meeting Record Sheet8. Spreadsheet Record of Menttoring Meetings

Some Mentoring Forms

Adolph Kaestner - mentorZONE

Mentoring Pit Falls & Problems

What Can Go Wrong - Will

1. Unclear Strategic Value2. Insufficient Lead Time and Planning3. Under-resourcing4. Inadequate Support5. Not enough Training

1. Mentors2. Mentees3. Coordinator

6. Lack of Structure and Follow-up7. Ineffective Monitoring, Feedback and

Evaluation

The 7 Fatal Flaws

Not Taking It Seriously – Quick Fix

The Ripple Effect

Be a Mentee – Become a Mentor

NB The Video Clip to large to add

Thank You

Web: www.adolph.co.za Web: www.mentorzone.co.za e-Mail adolph@adolph.co.za Tel: 011- 794 - 5352 Cell: 082 - 493 - 9093