How can you mentor junior Facilitation professionals?

Having been both a mentee and mentor routinely in various contexts, I appreciate how important structure is in the process. Failing to consistently meet with the other party or manage a *shared* expectation can lead to conflict and alienation. Conversely, fostering a warm, human environment where a safe space is provided is ideal. This allows building trust to share concerns and excitement on the progress made for each party, whilst keeping issues in proportion over time. Exploring what does each party hopes for and how to systematically make realistic steps towards this, is key, acknowledging current skills, life context and other development needs. Getting this right offers both parties a well-deserved positive experience.

Sempre que fa?o alguma sess?o de mentoria, alinho as expectativas entendendo o que a pessoa está buscando desenvolver e qual a sua urgência no tema para que possamos criar um plano aderente a sua necessidade.

In my experience crafting a Mentoring Agreement is a great way to start this relationship. This is a one page document that is filled by the Mentee. This includes mentoring goal, role of mentor and mentee and duration of mentoring. This template helps to set clear direction for mentoring.

O processo de mentoria é uma via de m?o dupla e deve ser explorado pelas duas partes. A pessoa mentora tem bastante experiências para compartilhar e certamente tem sempre algo a aprender. Todos, temos jornadas e vivências diferentes. A confian?a vai sendo construída e renovada a cada sess?o, a cada história compartilhada a cada evolu??o da pessoa mentoreada e ao final do processo, isso é gratificante.

Mentoring is the most relationship based development method. Sharing your stories, experience and perspective is a great way to earn trust. Sometimes these stories might put you up on a pedestal from a junior mentee’s perspective. So keep the stories relatable share stories that might help solve the mentees challenge and bring them closer to their goal. Remember mentoring is to help the mentee achieve their goal it’s not about blowing your own horn about your achievements.

As a facilitation mentor, I often request to attend a few sessions facilitated by my mentee. This way, I can sit in the back as an observer and fill out a facilitation feedback rubric. Providing detailed feedback, both positive and constructive can be source of valuable mentoring. Also ask mentees for some of the most challenging situations they feast since the last time we spoke. Once they narrate what happened and how they handle the Situation, use that as input to provide feedback.

As a certified coach, I also use Coaching in my mentoring. It is crucial to know the difference between the two. When you put on the Coaching hat, you no longer offer advice. Rather you unlock the hidden potential within the coachee by setting a stretch goal, asking questions and helping them find the answer. During this process as a mentor, you may offer insights and suggestions for some really good options that might help them achieve their goal.

Customizing your mentoring is key as each mentee is a unique individual. Knowing a little bit about their personality and learning style goes along way in providing impactful mentoring. I use a mix of learning mediums while mentoring. Sometimes I will share videos, other articles to read and often do small learning activities with my mentee. Finally, during the course of a mentoring relationship, the goals set at the start may change, as the situation in the mentees work life changes. I start each mentoring session with a question on the purpose or the goal of today’s mentoring. This helps me provide relevant mentoring.

Customizing your mentoring is key as each mentee is a unique individual. Knowing a little bit about their personality and learning style goes along way in providing impactful mentoring. I use a mix of learning mediums while mentoring. Sometimes I will share videos, other articles to read and often do small learning activities with my mentee. Finally, during the course of a mentoring relationship, the goals set at the start may change, as the situation in the mentees work life changes. I start each mentoring session with a question on the purpose or the goal of today’s mentoring.

Encouraging feedback and constructive criticism from a mentee is crucial for a mentor: 1. mentors can identify areas where they excel and areas that may need improvement, allowing them to refine their mentoring skills over time; 2. from the feedback given, mentors can tailor their approach to each unique mentee (e.g. specific needs, preferences, learning styles); 3. it presents the mentor's growth mindset and commitment to the mentee's development, fostering trust in the mentor-mentee relationship; 4. feedback and open dialogue allow for the clarification of expectations, goals, and any potential issues, strengthening the relationship.

The more that you work with different facilitators the better. Some of my biggest growth moments as a facilitator has come when I have been exposed to different facilitators, and therefore different facilitation styles.