Mentoring in the Workplace
How to mentor well: setting the relationship up with clear expectations and confidentiality, letting the mentee own the agenda, sharing experience without dictating, opening doors, staying out of line-management decisions, and closing the relationship properly.
Les quatre niveaux
Chaque niveau s'appuie sur le précédent.
- 1Sensibilisation
- 2Connaissances
- 3Savoir-faire
- 4Maîtrise
Savoir-faire et Maîtrise se prouvent au travail, pas par un cours : un évaluateur de votre organisation vous valide sur corp.icompetent.com.
Les cours pour cette compétence arrivent. En attendant, parcourez le catalogue de cours.
Ce que vous apprendrez
- Explain what mentoring is and how it differs from coaching, managing and instructing
- Describe why organisations invest in mentoring, from knowledge retention to developing graduates and nationals
- Set a mentoring relationship up well: expectations, boundaries, confidentiality, cadence and an agreed focus
- Run mentoring conversations in which the mentee owns the agenda and your experience is offered as one data point, not an instruction
- Give developmental feedback kindly and specifically, and open doors through introductions, visibility and stretch opportunities
- Recognise the limits of the mentor role, refer on appropriately, and review and close the relationship well
Prêt à développer la compétence Mentoring in the Workplace ?
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