During your coaching and mentoring experience, you are required to complete a self-reflection log of your experiences and obstacles. This log will be a helpful component to evaluating and modifying the overall coaching/mentoring experience. Please respond to each response with a minimum of 100 words.
1. Describe how you will use your personal qualities to contribute to your coaching or mentoring abilities.
I do not take my responsibility as a mentor lightly. As a good mentor I remain honest by remaining true to the role of empowering the mentee to develop their own strengths, beliefs, and personal attributes.
2. How do these qualities serve as a value to your mentee?
Without the existence of a genuine relationship between mentees and mentors, there is no design that can make a mentoring program successful. Those mentors who fail to prioritize building a basic relationship with their mentees tends to set them right back with those not being mentored at all.
3. How do you establish trust with your family? With your friends? With your coworkers? Is this an important factor to establish in the mentor/mentee relationship?
I remain clear with appropriate boundaries as much as possible. What is appropriate varies from culture to culture, and often with one’s age. But it all comes down to understanding what is respectful, clear, and comfortable to ask from a trustful relationship.
1. What personal qualities do you prefer in those individuals you seek to coach or mentor? Are there different qualities more suitable for coaching than mentoring or the vice-versa?
I want someone to have the motivation to see change. I can help but I cannot force you to do anything you need to want change for yourself. A good mentee will respect you and appreciate the time you spend in mentoring. They will also respect the value you are providing. A good mentee will be able to communicate whether or not they understand what you are teaching them. This makes the entire process much more effective. Confidence and self-belief are essential for maximizing performance at any stop on the corporate ladder. It is much more fun to mentor positive people than negative ones. Positive people usually produce better and more sustainable results, too. Coaching and mentoring use the same skills and approach but coaching is short term task-based and mentoring is a longer term relationship. Both use similar qualities.
2. How difficult is it to select a person to coach or mentor who possesses the qualities for which you are looking? What could you do in your workplace to identify potential mentee opportunities?
It is difficult to choose a person to coach or mentor who possesses the qualities for which am interested in because most people are pessimistic when faced by hard times.
3. How do you decipher goals that are short-term verses long-term? As you are working with your mentee, how do you guide the mentee through developing short-term and long-term goals that would meet the mentee’s vision?
I would make sure my goals align with reality. Next, it’s important to assess whether or not my goals are feasible given my circumstances. Ask myself the following questions: Do I have the time and resources available to meet this goal? Am I fully dedicated to achieving this goal? Am I aware of the sacrifices this goal will require and am I willing to make them? I would determine my benchmarks for success.
1. Reflect on two coaching techniques selected to support the short-term and long-term goals of your mentee. Why were these techniques selected and how can they help your mentee achieve success?
1- Highlighting the weaknesses, it provided us with the tips on how to understand them better and devise the best solutions.
-How would their life change by meeting their goal and overcoming their weakness or fear. This would be the ultimate goal to the mentee. In order to continue living a normal life as before, there comes the need to define the prevailing challenges and overcome them.
2. Reflect on two mentoring techniques selected to support the short-term and long-term goals of your mentee. Why were these techniques selected and how can they help your mentee achieve success?
I would prefer the solution-focused coaching and the grow focused approach. Mentoring draws a lot from coaching. This implies that mentoring needs to be not only collaborative but also maintain a professional relationship in which the client comes up with the agenda or the problem and the mentor provides various tools and options for solving the issue. In mentoring, the achievement of goals and sustaining the change is very important. The coaching technique chosen should address the problems experienced by the mentee and provide strategies for approaching life with optimism. In line with that, solution-focused coaching and the grow focused approach would be ideal to help the mentee achieve success
3. How did you decide which technique(s) to use with your mentee? How do these techniques account for both your and your mentee’s values and beliefs?What ethical considerations did you have to account for in developing your Individual Development Plan?
My mentee just separated with her husband after a marriage of 10 years. she is finding it hard to adjust with the new life. She now lives as a single mother and finds it hard to get over her ex-husband. I would like to help her solve her issues by mentoring her. In mentoring her, the objective should be to explore possible solutions that can help her adjust fast or reconcile with her husband. This makes the solution-focused coaching option ideal. Additionally, I would like to achieve a permanent solution that gives her happiness in the long run. Factoring the need for growth, I think the grow technique would help bring the desired lasting results.
1. How important is the Individual Development Plan in meeting the goals of your mentee?
An individual development plan (IDP) is a very important tool in mentoring. It helps the mentee develop optimism and the right capabilities needed to achieve our objectives. It can help her achieve her recovery objectives and fasten the healing process.
2. List a minimum of three activities you could present to your mentee. Reflect on your decision to use these activities to meet the vision for your mentoring experience.
The first activity I would assign to her would be doing her own research. This would help her evaluate various ideas and possible solutions related to her issue. Secondly, I would ask the mentee to write down an individual timeline so they can see for themselves how long they want to take to accomplish their goal. A timeline will help her remain objective and enhance her time management skills. The last activity I would ask her to perform would be to engage in open communication with me so I am aware if they are having problems with certain tasks. Good communication will also be essential throughout the mentoring period
3. How could you incorporate leadership skills into your mentoring experience that demonstrate kindness, compassion, and the good of the organization and the community?
Show myself to be kind and loving by practicing active listening when engaged in conversation with someone. I, being actively listening means listening and responding to someone in a way that improves mutual understanding. Instead of looking at conversations as competitions or battles to be won, I would take conversations with others as learning opportunities. This will improve my conversation skills as a way of listening attentively to others and improves my ability to communicate with others.
4. How do you distinguish between coaching activities and mentoring activities? Label your activities as either coaching or mentoring opportunities.
The coaching activities and mentoring activities derive their differences from their design and objective. For example, coaching activities are normally task oriented while mentoring activities are relationship oriented.
2 How can coaching activities benefit the culture in your work environment? Is it beneficial to develop activities individually or as a group activity? How can you leverage on an individual’s knowledge, strength, and skills to create a positive outcome for the individual and work environment?
Coaching activities can be used to instill and sustain a culture of responsibility, self awareness and accountability. This is very important in mentoring relationships. Participative decisions making is crucial in the selection of mentoring activities and individual development plan. This means that as a mentor, it is crucial to tap on the mentee’s knowledge, strength and skills in order to create a positive outcome for the individual and work environment.
3 Describe the follow-up schedule you will use with your mentee. Does it support the activities listed in the Individual Development Plan? Does it require modifications or adjustments? Explain.
To determine the progress of the mentee in the designed individual development plan, I would schedule follow up meetings. These meetings will be used to evaluate the steps the mentee has made towards the achievement of the ultimate long term goals. The extent to which the mentee has achieved short term goals will serve as a metric for determining if the mentee is following the defined individual development plan. The follow up schedule will be used to measure the success of the mentorship. I would also use the follow up schedules to ask he mentee about the challenges they might have experiences and modification we may need to make on the individual development plan.
4. Are there ethical considerations (e.g., culture, religion, personal beliefs, etc.) that must be considered when preparing activities for an Individual Development Plan? Discuss potential considerations and how to ensure you have developed an experience that meets the needs of your particular mentee.
As a mentor, I am a member of the team that shares the responsibility for the professional development of my mentee. Although mentorship relationship can often result in strong connections and should include trust and confidence, it should not include violations of confidentiality and should remain ethical. Yes there are ethical considerations that must be considered when preparing activities for an individual development plan. For example, religion can limit the solutions that we can pursue. Considering the ethical considerations can help me as the mentor to create an experience that meets the needs of my mentee. A mentor should avoid questioning the nature of information disclosed, seek assistance from a member of leadership regarding how my concerns should be managed.
1. Discuss possible strategies to hold your mentees accountable for the activities and to reach both short-term and long-term goals. How can these strategies support the growth process?
Determine the feasibility of the mentee’s goal. Working toward a goal that can’t be accomplished will likely lead to frustration and disengagement, so it’s important to determine whether or not my mentee’s goal is feasible given their circumstances.
2. Reflect on the evaluation and observation process of the mentoring experience. Discuss the importance of evaluating your mentees prior to setting goals. What advantages and disadvantages come with the evaluation and observation process?
Before personal development goals for the mentee, it is essential to be aware of the strengths and weaknesses of the mentee who needs assistance coping with her unfortunate separation. Evaluating my mentees helps identify the strengths that we can build on and weaknesses that need to be neutralized or transformed into strengths. An honest and cooperative mentee who is honest helps make it easy to design short term activities and goals that serve the purpose of the long term goals. However, dishonest mentees who withhold the truth can impair the process of designing an impactful individual development plan for the mentee.
1. As a mentor, how do you feel about the progress your mentee made toward the achievement of the goals?
She made a lot of progress this week. She has already made up her mind to divorce her husband but when it comes to the children she did listen to me and attempt to start a discussion with him using the techniques I provided to allow both parties to speak- voice to each other’s issues without the other interrupting so both parties could feel like they were heard as far as discussing the well being of the children during this change. This shows that the mentee is ready to collaborate the best results of the goals she is working towards.
2. How does your mentee feel about the progress made toward the achievement of the goals?
She was very open to my suggestions. Marriage issues are very sensitive matters bearing emotional challenges. By accepting to adopt my suggestions on the issues touching on the children rights, it shows my mentee is ready to find a common ground on matters that can be settled. That is a great progress towards realizing the goals she is working to. From the mentee side it provides a rich avenue to collaborate together towards quick healing and restoration to her personal development and normal life activities. I can describe this as being on the rightful track as per the schedules laid down towards realizing our goals.
3. In a brief reflection (250-500 words), discuss the feedback you received on your Mentor Evaluation. Reflect on the development of your Individual Development Plan, its success, and the results for your mentee. Was this process rewarding? What were your strengths and weaknesses as a mentor? If you had it to do over again, what specific elements would you change? If you would not change anything, explain why?
A comprehensive mentoring program includes a variety of components. One of the most important is the ongoing assessment of and feedback to mentors. This task needs strong active mentors who have the expertise, disposition, motivation, skills, and the ability to accept feedback and to adjust their mentoring style. Assessing the effectiveness of a given mentor is no easy task. Variability in diverse needs and mentee goals makes it difficult to develop a single evaluation instrument or a standardized procedure for evaluating mentors. The process of giving feedback is often difficult and there is limited empirical data on efficacy. In order to carry out a rational mentor evaluation, I have to treat each mentee as a special case in order to establish the underlying valuable information. Most of the time we harbor aspirations and dream dreams, yet we rarely stop and think about our future in detail. A personal development plan helps you know where you’re headed and how to get there, with specifics. First, this will bring clarity to your thinking and you’ll know exactly where you want to be. What’s more, it will give you peace of mind that you’re going in the right direction on a daily basis. Efforts will feel more deliberate and decisions will be easier, as you will have a clear benchmark. When you look at successful people, you will almost always discover a plan behind their success. It is the foundation for success. This includes clearing out the vision; outlining strengths and areas for improvement; building personal development plan; reviewing and adapting. The importance of a personal development plan is getting the clarity that comes with answering questions about your future. But it is not set in stone. After all, life changes fast and we need to change with it. That’s why it’s important to review and adapt. The adoption of the Individual development plan was a success story both to me and the mentee. An individual development plan (IDP) is a tool to assist mentee achieves their coaching and mentorship goals in a structured manner by progressively measuring performance. Its primary purpose is to help mentee reach short and long-term career goals, as well as improve current productivity. The individual Development Plan would aid my mentee to heal quickly and resume back to her normal life especially to resume back to her academic plans, generating income and better time management. Individual Development Plan should be looked like a partnership between the mentor and the mentee. It involves preparation and continuous feedback. Individual development planning benefits the mentor by aligning mentee coaching and development efforts with its mission, goals, and objectives. When using an IDP, mentors develop a better understanding of their personal and professional goals, strengths, and development needs. If I were to do it over again I would follow the similar steps and procedure for it proves to be resourceful to mentor-mentee relationship.