D74 toastmasters mentoring w shop 2016 slideshare version
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Transcript of 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!
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 [email protected] Tel: 011- 794 - 5352 Cell: 082 - 493 - 9093