Building healthy communities. The largest volunteer arm of the American Medical Association, the AMA Alliance is a public health advocacy network.Alliance Member Jill Youse and her family.

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Developing Leadership

in Your Alliance

MENTORING 101MENTORING 101

‘‘Behind every successful person, there Behind every successful person, there is one elementary truth: somewhere, is one elementary truth: somewhere, somehow, someone cared about their somehow, someone cared about their

growth and development. growth and development. This person was their mentorThis person was their mentor’’

Dr. Beverley Kaye,Dr. Beverley Kaye, Up is Not the Only Way, Up is Not the Only Way, 19971997

How How DoDo Members Become Members Become Leaders?Leaders?

• Natural Gifting

10%

• Result of Crisis

5%

• Influence of Another Leader

85%

*Source: The 21 Irrefutable Laws of Leadership by John Maxwell, 1998

Two-way Process of Two-way Process of MentoringMentoring

Mentoring is a two-way process in which both mentor and mentee benefit from the networking, sharing of ideas and interaction that can lead to lifelong friendship and leadership growth.

Types of Mentoring Programs for Types of Mentoring Programs for Your AllianceYour Alliance

• Informal– Initiated and maintained solely by the

mentoring partners– No mentoring agreement– Grows “like Topsy” as needs or

circumstances dictate– Relationship rarely, if ever, evaluated– Relationship may be very long lived– Possibility of win/win benefits

Type of Mentoring for MembersType of Mentoring for Members• Informal Individual

– One on one mentoring pairs– One mentor may still mentor more than

one Alliance member in separate pairings

• Informal Group– Facilitated group mentoring– Peer group mentoring– Team mentoring

Types of Mentoring Programs Types of Mentoring Programs • Formal

– Partnering the two members is a facilitated process

– Aims of the relationship are specific– A mentoring agreement form is in place– The relationship is regularly evaluated– Finite duration of relationship– Likelihood of win/win/win benefits

(mentor, mentee, organization)

Types of Mentoring ProgramsTypes of Mentoring Programs

• Enhanced Informal Mentoring– Provide an orientation– Provide mentoring self-study materials– Provide informal coaching– Circulate examples of effective mentoring

activities– Evaluate progress after a trial period

Common Components to all Common Components to all Types of Mentoring ProgramsTypes of Mentoring Programs

• Free choice by both partners• Dependence of a high level of rapport for

success• Opportunities for learning for both partners• Contagion: the opportunity to take the

learning from one mentoring relationship into another, leading to growth for all!

Getting a Mentoring Program Getting a Mentoring Program off the Groundoff the Ground

• Start small• Consider which type of program is most feasible

for your Alliance• Plan ahead• Link mentoring goals to the mission and value of

your Alliance• Create a dynamic task force to plan mentoring

program

Getting a Mentoring Program Getting a Mentoring Program off the Ground Continuedoff the Ground Continued

• Don’t reinvent the wheel• Have structure outlined if you opt for formal

mentor-mentee pairs• Evaluate everything you do---go beyond “feel

good” data• Don’t formalize mentoring if you don’t want to

devote time and resources to program

How Does Mentoring Benefit How Does Mentoring Benefit Your Alliance?Your Alliance?

• Retention • Legacy • Leadership Pool• Quality• Diversity • Productivity • Involvement

What are the Rewards for the What are the Rewards for the Mentor?Mentor?

• Personal satisfaction • Sharpened leadership and

interpersonal skills • Recognition • Information• Leadership advancement• Legacy

CharacteristicsCharacteristics of a Good Mentorof a Good Mentor

• Approachable and welcoming• Shares information openly • Good communication skills• Trustworthy• Provides accurate and appropriate feedback• Technical and leadership expertise • Motivating, encouraging, positive and

empowering• Allocates appropriate time to mentoring• Sensitive to the needs of the member

Rewards for the MenteeRewards for the Mentee

• Motivation• Knowledge and new skills • Accelerated advancement • Networking • Feedback• Support

Characteristics of a Good MenteeCharacteristics of a Good Mentee

• Drives the process• Motivated• Listens and accepts guidance and feedback• Sets realistic and appropriate goals• Reliable, trustworthy and maintains confidentiality • Looks to be challenged• Flexible and open to new ideas• Shows initiative• Recognizes, acknowledges and appreciates

mentor

Pros of Having Peers as MentorsPros of Having Peers as Mentors

• Knows member’s abilities• Member may feel more comfortable• Mentor can modify sessions to prepare member

for desired Alliance role • Mentorship can continue over a longer period

of time

Cons of Having Peers as MentorsCons of Having Peers as Mentors

• Mentee may feel threatened by peers assessing abilities

• The mentor may not be independent enough

• It may hinder working relationship and friendship

"We should not only use all the brains we have, but all "We should not only use all the brains we have, but all

that we can borrow." - that we can borrow." - Woodrow WilsonWoodrow Wilson

Foundations for Successful Foundations for Successful Mentoring RelationshipsMentoring Relationships

• Develop clear goals and expectations at the beginning

• Set the ground rules and develop an agreement

• Clarify the roles of the mentor and mentee

• Work out when and how feedback will occur

• Review the relationship at regular intervals

Setting the ‘Ground Rules’Setting the ‘Ground Rules’

• Time & place to meet

• Phone calls or e-mail?

• Scope of feedback and assistance

• Preferred learning style

• Formal versus informal

• Roles and responsibilities

• Consider what level of commitment you are prepared to make

‘ Mentoring is a process rather than an event; mentors must see themselves as managers of a process, rather than just passing on knowledge.’

(Galvin, 1998)

Empowering Empowering the Menteethe Mentee• Communicate openly• Mentee responsible for

goals• Give them space and time

to complete tasks• Guide and counsel as they

reach final stages of tasks• Help them to learn from

mistakes• Help them to work out the

answer

• Give constructive, critical advice

• Introduce them to other people who might be able to help them

• Give them responsibility and monitor progress

• Build confidence through meaningful assignments

Empower Mentee to Successfully Empower Mentee to Successfully Complete Assignments Complete Assignments

Step by StepStep by Step• Ask them to be fact finders only

• Ask them to make suggestions

• Ask them to carry out one of their ideas, after getting approval

• Ask them to take action on their own

• Give complete authority

Use Questions to Empower Use Questions to Empower Mentees to Find AnswersMentees to Find Answers

• To encourage interaction• To maintain interest• To facilitate learning• To defuse confronting situations• To give feedback• To obtain feedback• To create a discussion• To redirect a discussion

Techniques for Asking Techniques for Asking Empowering QuestionsEmpowering Questions

Keep them simple Pause and give the other person a

chance to reflect and answer Prompt (repeat or paraphrase the

question, recall information related to the question)

Deal with wrong answers in a sensitive and constructive way

Use of Empowering QuestionsUse of Empowering Questions

Possible Questions the Mentor Can Ask: • What do you want to get out of this relationship?• Do you feel there is more that you are after from

me as a mentor? If so, what?• How can I, as your mentor, better cater for your

needs?• Can we discuss what you would like to accomplish

by the end of the year?

Situation: The mentee has difficulty articulating their needs/goals for the mentoring relationship.

Practice Time!Practice Time!

• The member has stated that they don’t have enough time to contribute to the relationship.

• The member is geographically isolated from the mentor and other Alliance leaders.

• The member has provided feedback to the mentor that they find the mentor ‘overpowering’.

• The member does not listen to feedback from the mentor and appears arrogant.

How to Give How to Give FeedbackFeedback

• Encourage openness• Praise good work• Make feedback timely• State your feedback in a

manner that conveys respect and support

• Keep comments related to the task not the person

• Focus on specific behaviours

• Address areas of strength and weakness identified by the person

• Ensure comments are clear and understood

• Support negative feedback with specific examples and facts

• Link negative feedback to actions for improvement

Reasons for Failure of Reasons for Failure of FeedbackFeedback

• Member perceives little benefit in what they learn from the feedback

• Member perceives too much time and energy expenditure with little result from mentoring

• Member uncomfortable with face to face communication

• Mentor not skilled in the process of giving and receiving feedback

Receiving Feedback from Receiving Feedback from Your MenteeYour Mentee

• Listen objectively with-out interrupting

• Take feedback as advice, not as a personal attack

• Summarise feedback to ensure you have understood

• Take a problem solving approach

• Discuss suggestions for improvement

• Thank the person giving the feedback

• Practice to improve• Review again to check that

things have improved

In Summary Part I…In Summary Part I…

Establish a relationship

• Apply effective communication styles to develop trust, confidence and rapport

• Agree on how the relationship will be conducted

• Clarify and discuss expectations

In Summary Part II…In Summary Part II…

Offering mentor support

• Assist mentee to identify goals• Share personal experiences and knowledge

with the mentee.• Encourage mentee to make decisions• Provide supportive advice and assistance• Change and discuss the mentoring

relationship when appropriate.• Make any adjustments to the relationship as

necessary

And Finally…..And Finally…..

“At the end of the day, it’s not what I

learned but what I taught, not what I got

but what I gave, not what I did but what I

helped another achieve that will make a

difference in someone’s life... and mine.”

Sid L. Scruggs, III