TheRoleofaLeaderasMentorandCoach

1、the role of a leader as coach and mentorworkshop at the atlantichuman resource conference 30 november 2006louis coutinhoagendanintroductionninteractive workshopnroles of a leaderncoaching & mentoringnproviding feedbacknlearning styles questionnairenlearning planrole of a leadernto create a clear

2、 understanding of the current reality nto help develop a shared vision of a more desirable future situationnto create the belief that there is a viable path from the former to the latternto create an environment in which people are motivated to embark on the journey to that futureresponsibilities of

3、 a leadernto help the organization remove or overcome obstacles on the journeynto assure that the resources needed for the journey are availablento provide encouragement, honest feedback, and continued support during the journeynto take part in the journeylgl success factorsnmentor know yourself and

4、 othersnfacilitator dealing with othersnmanager working with othersnproducer providing quality servicesndirector getting things donenvisionary seeing the big picturenentrepreneur contributing to organizational successnbroker building community capacitylocalgovernmentleadershipmentorfacilitatormanage

5、rdirectorentrepreneurbrokervisionaryproducerlgl competency modelrole of a coachnteachnmotivatenencouragenshow how to.ndevelop people ncelebrate successrole of a mentornguide (motivate performance) ncounsel (listen,advise,feedback)nrole model (lead by example) ntransfer knowledge (share your know how

6、)nadvise / champion (develop career)coaching & mentoringnteachnmotivatenencouragenshow how to.ndevelop people ncelebrate successnguide ncounselnrole modelntransfer knowledgenadvise / champion definition of mentoringna partnershipna process of building workplace relationships to develop individua

7、lsin their personal and professional pursuits.the mentee (associate, protg)nparticipates on voluntary basisnseeks your guidancenis part of an overall training and leadership development programnis part of a formal mentoring programnmutual commitment on expectations mentoring relationship - what do t

8、he parties discuss?nskill developmentnorganizational issues / politics (p)ncareer planningncoping with new or difficult situationsnleadership and ethical decision-makingnproblem solvingexpectations of the leaderncreate a structure for the relationshipncommunicate willingness to helpnhelp even if out

9、side your area of expertisenreach out to your mentorship partnernbe honest and provide feedback in a positive waymentorship relationshipnformal relationshipnset up mutual objectivesnface to face meetings at least once a monthnbe in contact at least 2-4 hours a monthexercise # 1: what do mentees want

10、 from their mentors?nencouragement nsupportnhonestyncandid information / advicen“big picture” viewnguidance nhonest appraisal of their abilitiesnassistance in making good choicesnbenefit on mentors experiencesnidea stimulationcommunication stylenrelater (relationships,open, considered decisions) nth

11、inker (credibility,deliberate with decisions)ndominant (control, like success, decisive)nsocializers (flexible, open, spontaneous) nothersgiving feedbackntimelynspecificnfocused on behaviour, not on the personnfocused on observations, not inferencesnbased on fact, not judgement or opinion.ncommunica

12、ted in terms of individual needs / stylesexercise # 2: how does a mentor benefit?ncareer advancement ninformation gatheringnpersonal satisfactionnsharpened interpersonal skillsnrecognition from the organizationnexpanded professional contactsnegative feedback should bendelivered in a way that maintai

13、ns an individuals self-esteem.nstated along with the expression of a desired alternative, stated in precise, behavioural termsexercise # 3:feedback exerciseneffective feedback isntimelynspecificnfocused on behaviour, not the personnfocused on observations, not inferencesnbased on fact, not judgement

14、 or opinionncommunicated in terms of individual needs/stylesproblem solvingn1. define the problemn2. discuss alternativesn3. reach agreementn4. follow-upn5. recognize achievementmanagement vs. mentoringnassigns goalsndefines rolesnwrites proceduresncontrols behaviournevaluates performancendirects ac

15、tionsnrelies on positional power (extrinsic)ndevelops a plannlets roles evolvenprocedures evolvenemphasizes quality as a way of lifenfocuses on ways to improve processesncollaboratesnincreases initiative and internal motivationmentoring programsnclearly defined program goalsnendorsement by senior le

16、adershipnpart of overall training & developmentnparticipation on voluntary basisnpairing based on preferred volunteer mentors / associatesnmutual commitment on expectationsnconfidentialitywho is benefiting?nbenefit to the menteenbenefit to the mentornbenefit to the organizationexercise # 4: how

17、does the organization benefit?nknowledge transfernmotivated employeesnsuccession planningngetting your message / vision outnsenior staff feel valuednimproved communicationsnnetworkinglearning stylenpreferences for the way you work with informationnvisual preferencenaural preferencenreading & wri

18、ting preferencenkinesthetic preference#abcd1karv2vark3kvra4kavr5avkr6krva7kavr8rkav9rakv10kvra11vrak12arvk13karv14krav15karv16varkexercise # 5:learning plannpick a partnerntopic for discussion: personal developmentntake turns being a mentor / menteenset one learning objectivesummarynthe role of a leader as a motivatornthe