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 love to cultivate honesty and integrity by matching my actions with my talk always. I let my actions talk for themselves. I love helping others provided they have the willingness to become a good mentee. Without trust, mentoring cannot work
2. How do these qualities serve as a value to your mentee?
Being honest and direct helps me help this individual by getting to the point of where I can influence them. The best way to find out if you can trust somebody is to trust them. early all of the reasons why relationships fail is due to a lack of loyalty, honest communication and mutuality. The common theme which underlies these reasons is a lack or loss of trust. Mistrust can manifest as dishonesty in the professional realm. Trust is imperative to the success of any close relationship. As such, I believe trust, integrity and honesty will help establish the right environment for mentoring
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 establish trust by never changing to please everyone else. They trust me because I am consistent. This is an important factor because my mentee can trust that things will be consistent with me so we can focus on the task at hand.. 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 is crucial in establishing a climate of mutual trust which is vital for successful mentoring
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 prefer someone who has the motivation for change. I easily get irritated with the “poor me complex”. Clear communication is important in putting ideas across while confidence and self-belief in taking advice and executing it. Willingness to learn increases the chances that the mentee accomplishes more of the set objectives. Honesty is the epitome of the positive relationship. Clear communication is important in putting ideas across while confidence and self-belief in taking advice and executing it. A mentor should have admirable qualities such as honesty, caring, optimism and integrity. These qualities help the mentor demonstrate the positive qualities needed for successful mentoring. Optimism produces positive results while honesty helps establish trust.
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 isn’t difficult at all. I pay attention to the mannerisms, how fast they get things done and how open they are to change. I like to choose individuals who acknowledge that development of their career is best achieved through a process of intentional, planned experiences and assignments. Moreover, I prefer working with people who are open to new discoveries and possibilities that will result in a higher level of achievement for both mentee and the organization, and is a willing participant in both industry learning and networking opportunities. One should be willing to discuss ideas, goals, aspirations and plans for action with their mentor honestly and openly.
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?
Everything to me revolves around a timeline. When I look at goals – I write timelines to assist me in looking at what is needed to accomplish that goal- this is what determines if it will take me 2 months or 5 years to accomplish this goal as some tasks are easier to accomplish than others. 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
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?
One of the techniques I would use is to use my personal experiences to show relation to the mentee so they can understand they are not the only ones struggling. The second technique that can effectively be used to support the short-term and long-term goals of your mentee is to show advantages of accomplishing her goals and the disadvantages of not accomplishing them so. I would use the short term successes as the basis for further motivation. It can effectively accelerate the mentee’s productivity hence translating to the development of basic skill sets essential for pursuing the expected success including technical knowledge.
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 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.
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?
This will help her remain objective, focused and motivated towards the set goals that will define success. An individual development plan also helps her enhance her time management skills which are essential in achieving her 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.
Activity One- Doing their own research (need reasons why doing your own research is good)
Activity Two- Writing their own timeline so they can see for themselves how long they want to take to accomplish their goal (need reasons why writing a timeline is good)
Activity Three- Having open communication with me so I am aware if they are having problems with certain tasks (need reasons why having good communication and trust between mentor and mentee is good)
3. How could you incorporate leadership skills into your mentoring experience that demonstrate kindness, compassion, and the good of the organization and the community?
I would use my leadership skills into my mentoring experience to demonstrate kindness to compassion in order to accelerates the mentee’s productivity and reinforce the change in attitude and behavior. It will also help create a binding mutual relationship which facilitates exchange of ideas. Throughout the mentorship program, I and the mentee will be able to assist each other for a variety of purposes. We will be able to increase and improve knowledge and skills, increase effectiveness and speed of response and develop vital connections. We will also be able to identify the shared goal to pursue. This way, we will freely share ideas and insights while establish more formal methods performance evaluation and personal accountability
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. 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 so not require careful selection while mentoring activities require careful design. Doing her own research, writing down an individual timeline and engaging in open communication 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?
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. 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. 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.
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.
I would consider whether the proposed solutions are acceptable culturally or they can form a source for profiling against my mentee. I would also ask the mentee if there are any personal beliefs that I should consider when designing the solution and the individual development plan. Considering the ethical considerations can help me as the mentor to create an experience that meets the needs of my mentee.
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?
The progress in the individual development plan will help determine how that they are accountable for all the activities allocated to them. The mentee should be invited to show her commitment. Once goals and objectives are set, the mentee will need to show commitment needed to achieve. Without accountability, she will not achieve any progress towards the development objectives.
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?
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.
As a mentor, how do you feel about the progress your mentee made toward the achievement of the goals?
My mentee informed me she is sleeping better- she has less anxiety because she has a plan. So far she is officially out of the home they shared and currently renting an apartment. She is also reaching out to social workers with the knowledge of the family court to see what she faces in court for this upcoming custody battle.
3. How does your mentee feel about the progress made toward the achievement of the goals? She was very appreciative of my efforts and open to learning and suggestions. The mentee was happy that she had made crucial steps towards the achievement of her individual development plan. She was motivated to continue working on his plan to achieve lasting results. She was convinced that was headed the right direction
4. 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?
My strengths thus far is that I was able to stay onto of all her tasks to make sure if she needed assistance I was there. What I noticed is my mentee surpassed my expectations of her as far as getting things completed. At one point she took the initiative to go further in researching Social Workers to contact as well as going to a police station to speak to an officer that had more knowledge on custody battles and disagreements.
My mentee wants this entire experience to be civil for the sake of the children but I am proud to say she is already thinking 10 steps ahead so come what may she is bracing herself for it. My mentee seems happier the last two weeks- seems she is more aware of herself and what she is capable of accomplishing with my support and her personal drive.
Theres nothing I would do over- I stuck to the basics of mentoring from what I know. Reflective listening • Active questioning and Overcoming barriers . Covering Reflective listening I was positive, non-judgmental and encouraging whilst maintaining honesty and criticality. I listened attentively and resisted the impulse to interject. I probed the mentee with active questioning in what she felt comfortable telling me at first and over time I notice she is trusting me more to be honest about how she feels and what she is going thru. So fair we are on a steady course slowly but surely getting things accomplished along the way to her final goal.