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Creative mentoring

Creative mentoring. ETC Group Belgrade , November 30th, 2012 Charlotta Wikström. My ” commercial ”. VP Group HR Director at Eniro Second book. Mentorship Author. Degree Economics Scandinavian Airlines, 15 yrs Telia NASDAQ/OMX MSA Law Firm. Management Consultant.

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Creative mentoring

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  1. Creativementoring ETC Group Belgrade, November 30th, 2012 Charlotta Wikström

  2. My ”commercial” VP Group HR Director at Eniro Second book Mentorship Author • Degree Economics • Scandinavian • Airlines, 15 yrs • Telia • NASDAQ/OMX • MSA LawFirm Management Consultant

  3. If you like to walk fast – walk aloneIf you like to walk far – walk together

  4. Today’s agenda • Origins of mentorship • Definitions • Roles and responsibilities • Matching mentors and mentees • Pitfalls and successfactors • The ”dart board” model • Modules • Get started • Q&A session

  5. Objectives • To inspire • To givepractical tips • Mentoring process and concept • Personal and professionaldevelopment • To guide you to successful and ”profitable” mentoringprogramme • Contribute to the development of your society

  6. Origins of mentorship • Mentor • Greekmytholgy, Homer´sepicThe Odyssey • Mentee • A speciallyselectedapprentice. The primarydriving force is a will to developpersonally.

  7. Increasinginterest in Mentorship Why? • A shift in values in society • Time to reflect and contemplate • Morecomplexleadershiproles • Knowledge transfer • Mentoring as an alternative to education • A winningconcept

  8. A winningconcept Experience Reflect Train • Dialogue • Tailor-made for the mentee • Possibility to experience new insights in ownenvironment • The time perspective – learning for life Understand

  9. Coachingor mentoring? • Mentor – life experience • Coach –coachingexperience • Mentor – leaning back • Coaching – leaning forward • Mentor - works for free • Coaching - a profession • Mentorship – helicopterperspective • Coaching – results-oriented

  10. The essence of mentorship ”Dialogue is the art of thinkingtogether

  11. The mentor’srole and responsibilities • Being present • Interestingspeaking partner and listener • Inspiration and challenges • Willingness to share and to see the menteegrow • Engaged in the mentee’s situation • Network • Sound judgement • Patience • Have time – take time The mentor is responsible for the process

  12. A good mentor… • …Saysthings you might not want to hear, butwhichgive you the feeling of beinglistened to • …Is someone who is credible and has integrity • …Interacts with you in a way that makes you want to go forward • …Makes you feelsafeenough to take risks • …Gives you the confidence to dare to surpass your own limits and challenge your fears • …Supports you in setting goals you neverdared to express yourself • … Shows you the challenges and opportunities that neveroccured to you (Harvard Business Review 2008/01)

  13. The mentee’sroles and responsibilities • Clarify your aims and goals • Personal • Professional • Use the mentor as an asset and really work betweenmeetings • Takeresponsibility for your owndevelopment • Come to the meetingsprepared • Putyourself in the centre, be ”egoistic” • Ask all your questions (therearen’tany stupid ones) • Put your new knowledge and insightintopractice The mentee is responsible for the content

  14. Matching • Personality? • Background/Professionalaccomplishments ? • Objectives of the Mentee?

  15. Respectand trust • Personality is moreimportantthan expert knowledge

  16. Pitfalls • Menteepitfalls • Does not use the mentor fully • Does not takeresponsibilty for making the relationship work • Does not come prepared for meetings • Lets time pass • Mentor pitfalls • Mom/Dad • Buddy • Nice friend • Goal definer • Leadership counsellor • Underestimates the time needed

  17. The loyaltyissue Q: Is the mentor commissioned by the mentee´s employer (if any) or by the mentee? A: By the mentee!

  18. Successfactors • Definegoal and objectives • Get support from a sponsor • Be prepared to set aside time • Select and match carefully

  19. Definegoals and objectives ”Imaginerunning the 100 metreswithout a finishing tape” (W. Railo, 1998)

  20. CreativeMentorship Program • The aim of the project is to encouragelife-longlearningthrough the informalexchange of knowledge and experiencebetweenindividualsactive in the field of culture and education. • Development of the mentor concept as a method of personal development • Creation and development of a network • Promotion of the idea of the life-longlearningthroughexchange of knowledge

  21. Your owngoals • Personal? • Professional?

  22. Structure and method are essential ”mentorship is not about chit-chattingover a cup of coffee: it’s about personal development”

  23. The dart board – Structure and method Time line - start Topic for discussion: the world aroundus Organization Department Topic for discussion: relationships Goal Topic for discussion: me and my personal development Individual

  24. Introductorymeeting Organisation’sgoals, strategiesoch leadership 3. Manager or team leader 4. Good leadership 5. Poorleadership 6. Overambitiousgirls 7. Study visit 8. Work-lifebalance The importance of networks The future 11. Summary and conclusions Discussiontopics(modules)for leadershipprogramme Example

  25. 2. As a mentor, whatwould you like to share with a mentee? Workshop 1. Writedownsomediscussiontopics / questionswhich you as a menteewould like to discuss with your mentor

  26. Many mentors say …… • The mistakesI’vemade in my life • To helpmenteesfindtheirtruemotives • To teachmentees to be thoughtfulness

  27. Module: Introductorymeeting • Mentee’sexpectations of the programme • Setting concretegoals • Groundrules • confidentiality and contracts • where and whenwe’llmeet • takingnotes or not • otherpracticalities

  28. Module: Handling conflict • with manager • with direct reports • with team or collegue

  29. The Giraffe Language Example

  30. I EXPERIENCE ….. The CONSEQUENCE of this is ….. Therefore I PROPOSE …..

  31. Module: The importance of networking • Introduction to the topic • why are networksimportant? • the economy of networks • Reflections • whatdoes the mentee’snetwork look like in the localmunicipality, in othermunicipalities? • whatcontacts are missing and why? • howcan the menteeusetheirnetwork in theirjob? • Exercises • networkmap • definingfiveimportantcontacts that are missing

  32. Network mapping Example Professional Madeleine Lars G Ralf Näverket ”Marknadsledarna” JKL Birgitta Kerstin Producenterna Ingrid Röda Korset Katarina If Johan Konsulter Stockholmsbörsen ERA- mäklarna Cecilia Telia Anne SAS Mannheimer Swartling Urban ”tjejgänget” Anders Helene Linda Agneta Biörn Fredrik IDG IT bolagen Mentee NK Universitetet Gymnasiet Kenny Ishockeyn Utbildning Stefan B Fritiden Släkt IHR Vänner Maria Ridningen Barnens skolor Vanja Pappa Anne Agneta & Johan Gunilla Elisabeth Millesgården SOS Barnbyar Gillan Kungsleden Market Cap SHR Thomas Industrivärden Charlotte Personal

  33. Module: Work-lifebalance • Work life • Private life • Ownspace

  34. The prioritymatrix Example IMPORTANT Less importantMoreimportant M o r e L e s s Do now! U R G E N T Wait!

  35. ”Profitablementoring” We are all winners…

  36. Mentee • Greater self-insight and greaterappreciation of your strengths and weaknesses • Learn to formulategoals for the future • Prepare for futurechallenges • Equipped with a concretetoolbox • Set aside special time for contemplation and reflection • Extended network • Life-long friendship

  37. Culture and education field and the Country • Mature and discerning employees and leaders in the field of culture and education to start with • Extended networking within and outside own field, organization and country • Extended knowledge about mentoring which can be spread to other fields; companies, organizations, student organizations and institutions • Transfer positive outcomes of the mentorship process.

  38. Mentors • Gaininsightinto the attitudes and values of the next generation • Personal satisfaction from taking part in and contributing to the growth of the mentee • Opportunity for personal learning and problem-solving by confronting own old truths • Reinforce own network • Boost own position

  39. And it’sfun!

  40. Mentorshipcombinesin a uniquewaybenefits to organizations and companieswith personal development

  41. Practical tips to get started • Book your meetings right away! • Menteewrites a diary • Meetmorefrequently at the beginning • Neutral place • Menteeselectsdiscussiontopics • Mentor ready with ”back-up” suggestions for topics • Formal ending after oneyear • Voluntaryinformalcontinuation

  42. Howcan you use the book? Source of inspiration Encyclopedia Importanttopics • templates and forms to get started • suggestedways to formulategoals • questioningtechnigques for mentors • proposedstructure for one-yearprogramme • discussiontopics • concreteexamples and exercises • cribsheets and check lists • evaluation forms • … and muchmore …

  43. ”You never stop needing a mentor” (Helene Larsson, Sponsor, Swedish Embassy in Belgrad)

  44. Thank you and I wish you all goodluck!

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