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 am very direct and honest person. I believe honesty is the best policy. I focus on where I am needed and where my honesty could be used. I love being honest with myself can make me authentic and worth of trust. Being a therapist can provide a safe space for my friend to share ideas openly. If I am honest, then my client will continue being honest and open. This will encourage her to share more ideas openly without withholding information intentionally or for whatever reason. Being honest can help create a climate of mutual trust that can support future engagement.
2. How do these qualities serve as a value to your mentee?
Honesty in mentoring sessions helps promote healing and adjustment. Healing takes time and honesty can help her recover fast. Basically, honesty in mentoring relationships helps cultivate a sense of stability and hence good mental health. Being honest and direct can help the client rediscover her self-respect, self-esteem and healthy pride. Being honest will encourage the mentee to be honest too which helps cultivate accurate empathy on her. Moreover, it will help enhance unconditional positive regard for me and genuineness. If I am honest, then the mentee will definitely develop psychological awareness. This will be crucial in helping her avoid being defensive but approach the situation openly.
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 believe that trust is one of the most important factor in building successful relationships. When interacting with my family members, I always try to be myself. I do not live double lives. Those who interact closely with me know that I do not fake who I am. The way I speak, react, act, listen and address issues remains the same. I am always genuine. Trust is an important factor to establish in the mentor/mentee relationship. One needs to have reasons to trust you with their secrets and emotion. This helps the mentee feel secure in the psychotherapeutic relationship which will help them admit honestly to what they perceive in their perspective of their own failings.
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?
The personal qualities that I prefer in those individuals I seek to coach or mentor are time management, positive attitude, respect, willingness to learn and honesty. Time management skills are essential in keeping appointments and will create enough time to make the mentoring time worthwhile. I would prefer a mentee who respects me and appreciates the time I spent with them in mentoring and the value I deliver. Having a positive attitude is crucial for the achievement of better and more sustainable results. The mentor should be honest, optimistic and caring. A caring attitude is essential because a mentor should care as much about the mentee’s success as the mentee does. Being optimistic helps beat odds and produce success. Positivity produces positive results. Honesty A mentor who is honest gains the trust of the mentee. This produces faster development.
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?
Most people also tend to be secretive and inward looking. This inhibits successful engagement and highly undermines the efficiency and outcome of the mentoring process. At the work place, I would identify people faced by problems and try to cultivate these values in them. I should try to be open and demonstrate the qualities I want to see in the mentee. That is the essence of honesty and integrity in mentoring.
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?
In mentorship, there are short-term goals and long-term goals. Short term goals are immediate goals that have to be achieved but contribute to the ultimate long term objectives. Short term objectives could be creating mentor-mentee trust, creating share goals and creating positivity. These short term goals help achieve the long term goals of healing and adjustment. I would convince the mentee to buy the idea that the short term goals are essential in achieving her vision. Additionally, achieving short term goals serves as a motivation towards the achievement of the long term goals. It is therefore important to alighn short term objectives with longer term goals.
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?
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.
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?
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.
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?
I tried to understand the suggestions that she had that she thought would work. I tried to enquire what strategies she thought we needed to in order to achieve her goals. I also tried to understand what she counts as her strengths and weaknesses. These will help short term goals and long term goals that needed to be achieved in order to succeed. Confidentiality and privacy of the mentee should be respected.
1. How important is the Individual Development Plan in meeting the goals of your mentee?
The individual development plan will help her in personal development. Basically, the primary purpose of the individual development plan is to help the mentee to achieve not only short term goals, but also long-term goals.
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.
I would recommend activities such as physical exercise, socializing with other people and reading motivational books. To achieve the vision and goals of my client, I should ensure that she is in the right frame of mind to pursue the vision she perceives. This means she needs to have positivity in her approach to life, avoid loneliness and stay focused. Physical activity will ensure she remains positive and active minimizes level of stress and keeps her healthy physically and mentally. Socializing with others will ensure she is not lonely which can trigger negative thoughts. This can help cultivate the idea that life has a lot to offer that that she can get over her heart break.
3. How could you incorporate leadership skills into your mentoring experience that demonstrate kindness, compassion, and the good of the organization and the community?
As the mentor, I should try to understand the situation well so I address it from an informed mind. The client is most vulnerable and helpless just after the break up. To ensure she does not become pessimistic about life and that she stays optimistic I should demonstrate qualities of a good leader. This means I should shoe my mentee kindness and compassion. Demonstrating that I care about the problems of the mentee will help improve how we relate, cultivate a sense of mutual obligation and identify with a shared goal. Demonstrating these values will convince the mentee of my experience and investment in her issue.
4. How do you distinguish between coaching activities and mentoring activities? Label your activities as either coaching or mentoring opportunities.
While coaching activities are chosen to achieve short term results, long term activities are carefully designed to achieve lasting results. Additionally coaching activities are performance driven while mentoring activities are development driven. Coaching activities do not require careful selection while mentoring activities require careful design. Physical exercise, socializing with other people and reading motivational books are mentoring activities designed to help the mentee create the necessary capabilities needed when pursuing the desired outcome
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?
Selecting mentee-centric activities helps improve the possibility of a positive outcome while enhancing the chances of buy in from the mentee. Creating activities and schedules together helps strengthen the closeness of the mentor-mentee bond.
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.
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.
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. Some religions prohibit divorce while some do not encourage women to remarry after separation.
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?
Adherence to defined individual development plan can be used to hold mentees individually accountable for the activities and to achieve both short term and long term goals. The set expectations should be used to meet the needs of the mentees by ensuring they understand what is expected of them.
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?
As a mentor, I am too proud of the progress my mentee has made over the past three weeks. She is now open minded and willing to change. I am happy she values the time I spent with her and she values the effort and values I invest in helping her achieve success in her goals.
How does your mentee feel about the progress made toward the achievement of the goals?
When we last met, my mentee was full of life, happiness and positive energy, which pleased me. It is evident she is slowly moving on after the heartbreak. I believe that if she continues to observe the customized personal development plan I designed for her, then she will be enroot to achieve her long term goals.
2. 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?
Establishing realistic expectations for relationship-building in mentoring takes time. Individuals may move through these stages at different paces. There is a natural evolution to a mentoring relationship and how it is cultivated. The first step in mentoring involves initiation where the mentor and mentee are getting to know one another. Your mentee is relying heavily on you for information and support. The second step is the guiding phase where the mentor is supposed to start encouraging the mentee to be solution-oriented and try to find answers and seek challenges. The third step is where the mentee starts developing some experience and capability in handling the situation. The mentee is allowed to work more independently without as much reliance on feedback and answers from you. The next stage involves redefining the long term goals depending on the progress of the mentee. The mentor should only provide the minimal advice that is sought by the mentee. I think the Grow model is the best model for use with my mentee. This is an excellent structure to help mentors prepare for the initial discussion of the action plan. These suggested questions will also help further the discussion throughout the partnership as the mentee is working to achieve specific goals and objectives. Use these questions as a guide to work through each mentoring session. As a mentor, I realized my role should be to serve as a guide, a teacher, a leader and coach. A mentor should also be partner in brainstorming of ideas and growth oriented. Above all, a mentor be a trusted advisor.