Mentoring Course

Overview

The mentoring course will teach interpersonal skills which include, but are not limited to, active listening, interpretation of answers and non-verbal communication, and empathy. The skills included in the mentoring course learning material will enable skills development facilitators, supervisors, team leaders, line managers and people involved in human resource development in providing mentoring, guidance and support to subordinated within a workplace environment.

Completing this course will help in:

Who is the course for?

The Mentoring Course is intended for Skills Development Facilitators, Supervisors, Team Leaders, Line Managers and people involved in Human Resource Development. The term business unit here implies a small business, cost centre, section or department.

Training Outcomes

  • The concept of mentoring is explained with examples.

  • The difference between mentoring, coaching, counselling and training is explained and an indication is given of when each is appropriate.

  • The roles and responsibilities of the mentor and employee to be mentored are explained and an indication is given of the relationship between the two parties.

  • A written contract including a code of ethical conduct in the relationship is negotiated with a prospective employee to be mentored.

  • The boundaries in a mentorship contract are negotiated with reference to realistic, agreed goals.

  • The importance of communication in the mentoring process is explained and an indication is given of how communication skills can enhance or destroy the relationship.

  • The characteristics of a good mentor are identified based on personal experience and reflection.

  • Three different models of mentoring are explained and an indication is given of the one that is most appropriate in a specific environment.

  • The characteristics of a potential employee to be mentored are identified and matched for compatibility with own personality.

  • The consequences of a mismatch in the selection of mentor or employee to be mentored are identified with examples.

  • The importance of relevant knowledge and experience in a mentoring situation is explained and an indication is given of why it is necessary to keep up to date.

  • Questions are asked to determine knowledge level in a specific situation.

  • Information required to fill knowledge gaps is accessed for a specific situation.

  • Interpersonal communication skills required of a mentor are demonstrated for three different scenarios.

  • Relationships, dynamics and personality aspects in a situation are assessed using active listening and observation skills.

  • A plan to mentor an individual is developed with reference to goal setting, critical path schedule, continuous monitoring and review.

  • Feedback on an individual`s progress is provided in terms of measured objectives and the negotiated mentoring contract.

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