MENTORING PROGRAMME One Lamp to Many Lamps

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MENTORING PROGRAMME(One Lamp to Many Lamps)
Aum Sri Sai Ram
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HALLMARK OF SRI SATHYA SAI MENTORING

• EXPERIENCE BORNE OUT OF PRACTICE.
• INSPIRATION THROUGH VIBRATION.
• COMMUNICATION THROUGH LOVE AND SERVICE.

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ORIGINS OF MENTORING

• MENTORING IS AN AGE-OLD PRACTICE THAT OFFERS
  SIGNIFICANT BENEFITS TO BOTH THE MENTOR AND
  MENTEE.

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WHAT IS MENTORING

• IN THE MENTORING PROCESS, THE MENTOR PROVIDES
  GUIDANCE AND A CLEAR UNDERSTANDING OF THE
  UNIVERSAL MESSAGE OF THE SRI SATHYA SAI SEVA
  ORGANIZATION AND FOR BAL VIKAS CHILDREN, IT
  PROMOTES RIGHT CONDUCT AND GOOD HABIT FORMATION.

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GENERAL BELIEF ABOUT MENTORING

• MENTORING IS CONSIDERED TO BE A FORM OF COACHING
  IN WHICH AN ONGOING RELATIONSHIP IS DEVELOPED
  BETWEEN THE MENTOR AND MENTEE.

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DIFFERENCE BETWEEN MENTORING AND COACHING

• COACHING FOCUSSES ON THE TECHNICAL ASPECTS WHILE
  MENTORING FOCUSSES MORE ON IMPROVING THE MENTEE
  AS A PERSON.
• COACHING EMPHASIZES SKILL DEVELOPMENT BUT
  MENTORING EMPHASIZES ATTITUDE DEVELOPMENT.

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• MENTORING IS MOSTLY INFORMAL AND NOT AS
  CONTINUOUS AS COACHING.
• ALSO, MENTORING NEEDS TO BE INTEGRATED INTO THE
  OVERALL DEVELOPMENT PROCESS.
• IT MUST BE SEEN AS AN EXTENSION OF THE MENTEES
  PERSONALITY DEVELOPMENT PROCESS.

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• BEING A MENTOR IS AN IMPORTANT SELF
  DEVELOPMENTAL TOOL. THE MENTOR ALSO LEARNS FROM
  THE PROCESS OF MENTORING.
• BY DEALING WITH DIFFERENT MENTEES, THE MENTOR IS
  GIVEN THE OPPORTUNITY TO GROW HIMSELF/HERSELF BY
  HONING LEADERSHIP SKILLS AND LEARNING HOW TO WORK
  WITH VARIOUS PERSONALITIES IN NEW BACKGROUNDS.

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WHO CAN BE A MENTOR?

• A MENTOR CAN BE TEACHER, AN ADVISOR, A SPONSOR,
  AND A CONFIDANTE.
• HE OR SHE SHOULD BE BRIGHT AND WELL SEASONED
  ENOUGH TO UNDERSTAND THE DYNAMICS OF POWER AND
  POLITICS IN THE ORGANIZATION AND ALSO BE WILLING
  TO SHARE THIS KNOWLEDGE WITH OTHERS.

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HOW AND WHEN SHOULD MENTORING BE CONDUCTED?

• ORGANIZATION SHOULD ACTIVELY PROMOTE SUCH
  RELATIONSHIP OF MENTOR AND MENTEE.
• IT MUST PROVIDE SUFFICIENT TIME FOR MENTORS AND
  MENTEES TO MEET ON A REGULARLY SCHEDULED BASIS,
  AT LEAST INITIALLY.

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STEPS IN MENTORING

• FIRST, FULL ORGANISATIONAL SUPPORT IS A MUST FOR
  THE PROGRAMME.
• SECONDLY, THE MENTOR AND THE MENTEE ARE CAREFULLY
  CHOSEN. THE MENTOR, WHO PROVIDES THE ADVICE AND
  GUIDANCE IS PAIRED WITH AN INDIVIDUAL WHO IS
  VERY LIKELY TO PROFIT FROM THE EXPERIENCETHE
  EFFECTIVE MENTOR WOULD BE ONE WHO WOULD BE ABLE
  TO GET THE MENTEE INVOLVED.

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• THE THIRD STEP IN AN EFFECTIVE MENTORING
  PROGRAMME WOULD BE TO GIVE BOTH MENTOR AND MENTEE
  , AN ORIENTATION. THE MENTOR IS TAUGHT HOW TO
  CONDUCT HIMSELF/HERSELF, AND THE MENTEE ARE
  GIVEN GUIDANCE ON THE TYPES OF QUESTION AND
  ISSUES THAT HE/SHE SHOULD RAISE WITH THEIR
  MENTOR SO THAT HE/SHE CAN GAIN THE GREATEST
  VALUE FROM THE MENTORS EXPERIENCE.

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• FOURTH, THROUGHOUT THE MENTORING PERIOD, THE
  MENTOR AND MENTEE INDIVIDUALLY AND TOGETHER MEET
  WITH THE GURU /TEACHER/PARENT TO SEE HOW WELL
  THINGS ARE GOING.

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• FIFTH, AND FINALLY, AT THE END OF THE MENTORING
  CYCLE, OVERALL IMPRESSIONS AND RECOMMENDATIONS
  ARE SOLICITED FROM BOTH MENTOR AND MENTEE
  REGARDING HOW THE PROCESS CAN BE IMPROVED IN THE
  FUTURE. THIS INFORMATION IS THEN USED IN HELPING
  THE NEXT ROUND OF MENTORS DO A MORE EFFECTIVE
  JOB.

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STAGES OF MENTORINGFIRST STAGE

• INITIATION STAGE

RELATIONSHIP STARTS
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SECOND STAGE

• CULTIVATION STAGE

MENTORMENTEE BOND DEVELOPS
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THIRD STAGE

• SEPARATION STAGE

MENTEE GOES OUT ON HIS OWN
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FOURTH STAGE

• REDEFINITION STAGE

MENTOR AND MENTEE TREATS EACH OTHER AS EQUALS
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FEATURES OF A SUCCESSFUL MENTORING PROGRAM

• FULL ORGANISATIONAL SUPPORT.
• INTEGRATION INTO THE OVERALL PERSONALITY
  DEVELOPMENT PROCESS.
• EXTENSION OF THE MENTEES DEVELOPMENT PROCESS.
• AN ESTABLISHED ORIENTATION.
• THE ORIENTATION CAN PROVIDE SOME SUCCESSFUL PAST
  MENTORS, WHO COULD DESCRIBE HOW THEY ACTED ON THE
  ROLE .

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FEATURES OF MENTORING

• CLARIFIES THE ROLE EXPECTATIONS OF BOTH THE
  MENTOR AND MENTEE.
• THE MENTOR SHOULD BE ALLOWED TO DO THE MENTORING
  IN A MANNER CONGRUENT WITH HIS /HER STYLE, NOT BE
  FORCED TO FOLLOW A STRICT FORMAT.

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FEATURES OF MENTORING

• PRESENTING A FEW DIFFERENT APPROACHES WILL
  REINFORCE THAT IT IS NOT NECESSARY TO FOLLOW A
  SPECIFIC PROCESS.
• MONITORING OF THE PROCESS IS CRITICAL TO ITS
  SUCCESS.
• AT SPECIFIC TIME SPANS, BOTH PARTIES CAN BE
  SURVEYED ABOUT THE PROGRESS OF THE MENTEE.

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HOW TO SURVEY?

• THIS SURVEY COULD TAKE THE FORM OF-
• A) MEETING TO DISCUSS WHAT HAS HAPPENED, OR
• B) REQUEST FOR MINI-REPORTS ON PROGRESS, OR
• C) SIMPLY PHONE CALLS TO DISCUSS WHAT HAPPENED,
  OR
• D) REQUEST FOR INFORMATION TO HIGHLIGHT
  SUCCESSFUL MENTORING RELATIONSHIP IN COMPANY
  NEWSLETTERS AND OTHER COMMUNICATION.

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• THIS SHARING OF INFORMATION WILL KEEP
  INDIVIDUALS MOTIVATED AND KEEP THE PROGRAMME
  VISIBLE.
• PLOTTING THE OVERALL DEVELOPMENTAL PATH OF
  MENTEE IS ANOTHER METHOD OF SHOWING THE SUCCESS
  OF THE PROGRAMME.

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20 TIPS FOR A SUCCESSFUL MENTOR

• MENTORS SHOULD
• 1. BE RESPONSIBLE TO MENTEE, NOT RESPONSIBLE FOR
  HIM/HER.
• 2. MAKE THE MENTORING RELATIONSHIP FUN AND
  ENJOYABLE.
• 3. RESPECT THE CONFIDENTIALITY OF THE
  RELATIONSHIP AND BUILD TRUST.

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• 4. BE ENTHUSIASTIC OF THE RELATIONSHIP.
• 5. RECOGNIZE THAT THE INVOLVEMENT WITH THE MENTEE
  EXTENDS BEYOND THE WORKDAY.
• 6. LISTEN CAREFULLY TO THE MENTEE.

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• 7. OPENLY ACKNOWLEDGE THE MENTEES SUCCESS AND
  ACCOMPLISHMENT.
• 8. PROTECT HIM FROM FAILURE AND ENCOURAGE HIM TO
  PROGRESS.
• 9. GIVE MENTEE NOT ONLY DIRECTION BUT ALSO
  OPTIONS.

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• 10. ENCOURAGE INDEPENDENT THINKING IN MENTEE.
• 11. BUILD HIS/HER CONFIDENCE BE A SUPPORTER.
• 12. FOCUS NOT ONLY ON SKILLS BUT ALSO ON ETHICAL
  VALUES.
• 13. BE A GOOD LISTENER /COUNSELOR HELPING THE
  MENTEE TO WORK OUT HIS OWN SOLUTIONS TO PROBLEMS.
• 14. BE A SOUNDING BOARD FOR IDEAS- SOMEONE TO
  TEST PRELIMINARY THOUGHTS IN A SAFE ENVIRONMENT.

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• 15. BE A CHALLENGER TO HELP THE MENTEE NOT TO
  BE AFRAID OF FACING THE TRUTH.
• 16. BE A HELPER- HELPING MENTEE TO TAKE
  RESPONSIBILITY FOR HIS OWN DEVELOPMENT.
• 17. BE A RESOURCE PERSON- ABLE TO POINT TO
  OPPORTUNITIES / POSSIBILITIES.

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• 18. BE A FACILITATOR WHO WILL HELP MENTEE TO
  ACHIEVE HIS GOAL.
• 19. OFFER EMOTIONAL SUPPORT TO MENTEE.
• 20. SERVE AS A ROLE MODEL TO MENTEE.

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A MENTORIS ONE WHO CAN

• MMOTIVATE
• E ENTHUSE /ENCOURAGE
• N NEUTRALISE EMOTIONAL UPHEAVALS
• T TRUE GUIDE
• O ORGANISE THOUGHTS AND ACTIONS
• R ROLE MODEL

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BENEFITS OF MENTORING

• 1. HELPS TO IDENTIFY THE SKILLS, INTERESTS, AND
  ASPIRATIONS THE MENTEE HAS.
• 2. PROVIDES INSTRUCTION IN SPECIFIC SKILLS AND
  KNOWLEDGE CRITICAL TO SUCCESS IN PERFORMANCES.
• 3. HELPS IN UNDERSTANDING THE UNDERLYING SPIRIT
  OF THE SRI SATHYA SAI SEVA ORGANIZATION AND HOW
  TO IMPLEMENT THE 9 POINT CODE OF CONDUCT.

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• 4. HELPS TO ANSWER QUESTIONS AND PROVIDE
  IMPORTANT INSIGHTS TO MENTEE.
• 5. A BETTER UNDERSTANDING OF THE OTHERS WORK
  STYLE.
• 6. CREATES AN ENVIRONMENT IN WHICH MISTAKES CAN
  BE MADE WITHOUT LOSING SELF-CONFIDENCE.

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• 7. IMPROVES INTENSE COMMUNICATION.
• 8. INCREASES FEELING OF SUPPORT AND FRIENDSHIP.
• 9. ENCHANCES PERFECTION IN PERFORMANCE
• 10. CREATES AWARENESS OF ANOTHERS VIEWPOINT.
• 11. PROMOTES EMERGENCE OF UNIFIED WORK/
  ORGANISATIONAL CULTURE.

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• 12. MENTORING BOOSTS SELF-ESTEEM AND SELF
  CONFIDENCE. THIS IS A FIRST AND IMPORTANT STEP TO
  SELF REALIZATION.
• 13. A SUCCESSFUL MENTOR-MENTEE RELATIONSHIP CAN
  HELP REDUCE THE INFLATED EXPECTATIONS THAT
  NEWCOMERS OFTEN HAVE.

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• 14. MENTORING HELPS TO EASE HURT CAUSED BY EGO
  SENSITIVE ISSUES.
• 15. MENTORING HELPS TO DEAL WITH STRESS
  EXPERIENCED BY EMOTIONAL UPHEAVALS THAT THE
  MENTEE MAY HAVE.
• 16. BEST OF ALL, IT CAN IMPROVE THE MENTEES
  CHANCES FOR OVERALL GROWTH AND DEVELOPMENT.

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AUM SAI RAM
Thank You