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/ / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / /. AGENDA.

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  1. / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 1

  2. AGENDA / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • OPENING BY VENTURE CUP • Words from Hempel • Workshop: Else Iversen, Copenhagen Coaching • Keynotes: Mentee Kasper Kiørboe, FLOKK & Mentor Simon Schultz, Prehype • Workshop: Else Iversen, Copenhagen Coaching • Break/Networking • Workshop: Else Iversen, Copenhagen Coaching • Thankyou for coming & networking Præsentation Monday, May 12, 2014, side 2

  3. WELCOME / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 3

  4. MENTOR PROGRAM STRATEGIC DIRECTIONS / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 4

  5. MENTOR PROGRAM MAIN PROCESS / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 5

  6. MENTOR PROGRAM MAIN PROCESS / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • Each team has at least two mentors: One supervisor (1 Year) and One Specialist (4 Months). • The mentoring is delivered in 5 startup lifecycle stages. • We are striving for more efficient communication and feedback. Præsentation Monday, May 12, 2014, side 6

  7. MENTOR PROGRAM SCOPE & STRUCTURE OVERVIEW / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Main Implementation Modules (Recruiting, Training, Matching and etc) August 2014: • End of Pilot Phase • 20 Matches • 40 Mentors March 2015: • 100 Matches • 150 Mentors December 2014: • 75 Matches • 100 Mentors June 2015: • 120 Matches • 200 Mentors Management Control System and Program Evaluation Modules Præsentation Monday, May 12, 2014, side 7

  8. HEMPEL / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 8

  9. LISTENING / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 9

  10. AGENDA / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • The healthy relation in the tandem • Conditions and knowledge • Roles and behaviour • To ”become” in dialogue • I, you, it – who do you become in the dialogue? • To create mutual awareness in conversations • To create the reflective space • The conditions for creating reflection in dialogue • Techniques of conversations, questioning, the breath taking presence and other intimate technologies in the reflective space • To listen reflectively Præsentation Monday, May 12, 2014, side 10

  11. MENTORING – A DEFINITION / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / ”Mentoring is a helping relationship based on an exchange of knowledge, experience and goodwill. Mentors help someone less experienced in gaining confidence, clearer purpose, insight, and wisdom. In developmental mentoring the mentor, too, is changed by the relationship”DAVID CLUTTERBUCK Præsentation Monday, May 12, 2014, side 11

  12. MENTORING – THE FRAME / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • 1. Mentee is the protagonist and has the responsibility to drive the process • 2. It is Mentor’s responsibility to be both physically and psychologically present at the meetings. • 3. The psychological contract between mentor and mentee must be clear and the first meeting has to establish the living rules for the relation. • 4. The relation focuses on mentee’s development • 5. Mentor supports with her experience and knowledge, mentee has the responsiblity to act and turn her learning into practice Præsentation Monday, May 12, 2014, side 12

  13. Roles Volunteer A professional relationship Process Goal Process MENTORSHIP Roles Goal MENTORSHIP / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 13

  14. MENTORING – DOES & DONT’S / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 14

  15. What is the good mentor to you? Have you had a mentor? What did she do? Give examples What do youconsiderimportant mentor competencies? How canyounoticethem? (give an example) EXERCISE: THE GOOD MENTOR / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 15

  16. KEYNOTES / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • MenteeKasper Kiørboe, FLOKK • Mentor Simon Schultz, Prehype Præsentation Monday, May 12, 2014, side 16

  17. Mentors will always use a combination of these methods: Story telling Own background, values, experience Use metaphors as access to mentees universe Reuse of mentee’s story – displayed in a new way Dynamic listening Ask actively, active body language, engagement and challenge ”Calibration” Clarification of goals, robustness, action MENTORSHIP IS LEARNING / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 17

  18. IT’S ALL ABOUT THINKING &REFLECTION / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • My assumptions: • The conditions of the logos • To be together • Awareness of the frame • Basic trust – building rapport • Known roles and expectations • Approach a symmetric relation • The present ear • It’s the eye that reviels it! • The body language underlines it Præsentation Monday, May 12, 2014, side 18

  19. Goals Mentor Behaviours Non-Mentor Behaviours MENTOR ROLES / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Organisational perspective GUARDIAN (Active) COACH (Active) Goal-setting Sponsoring Critical friend Guiding Challenging Role modelling Collaborating Career counselling Task Values Empathetic “Bridging” Listening Guiding Reflecting Sounding board Catalyst Making casual contacts Therapy GURU (Passive) COUNSELLOR (Passive) Individual perspective Præsentation Monday, May 12, 2014, side 19 Inspireret af Dee Keane og Rosemary Napper, 2006 og Lis Merrick, 2007

  20. BREAK / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • OPENING BY VENTURE CUP • Words from Hempel • Workshop: Else Iversen, Copenhagen Coaching • Keynotes: Mentee Kasper Kiørboe, FLOKK & Mentor Simon Schultz, Prehype • Workshop: Else Iversen, Copenhagen Coaching • Break/Networking • Workshop: Else Iversen, Copenhagen Coaching • Thankyou for coming & networking Præsentation Monday, May 12, 2014, side 20

  21. RELATIONS & DIALOGUE IN MENTORING / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Experience Dialogue competences Inner dialogue Mentor Theme Dialoguecompetences Mentee Inner dialogue Challange Præsentation Monday, May 12, 2014, side 21

  22. SEVEN LEVELS OF DIALOGUE / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • THE SOCIAL – To build rapport – ”how is the weather?”. • THE TECHNICAL – To share knowledge about techniques. • THE TACTICAL – Discuss how to tackle a certain problem. • THE STRATEGIC –Finding out ambition and choiche. • SELF INSIGTH – Exploring what drives ambition, motivation. • BEHAVIOUR – How do I relate what I’ve learned about myself to the way I behave. • DET INTEGRATIVE – Who I want to become, how do I fit into the world. Præsentation Monday, May 12, 2014, side 22

  23. FIVE WAYS OF LISTENING / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • We do not listen – We ignore • We pretend that we listen • We listen selectively – keeping our preunderstandings • We listen attentively • We listen with empathy • Whats hindering you in listening with empathy? Præsentation Monday, May 12, 2014, side 23

  24. Make tandems - 2 in a couple. Divide the roles - mentor and mentee. Mentee finds a problem/dilemma from the working life - 1 min. Mentee describes the dilemma to mentor - 2 min. Both are silent and reflective - 2 min. Mentee tells mentor how the dilemma is now - 1 min. Silence and reflection - 1 min. Mentee tells mentor how the dilemma is now - 30 sec. Silence - 30 sec. Mentor feed back - 2 min. LISTENING EXERCISE / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 24

  25. CONSOLIDATION / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • The log – a tool for reflection • There are many ways of doing it – the is a suggestion • Proces– What happened? • Metacognitive – How did I learn? • Prognose– What could happen? • Synteses– How can I use what I learned? Præsentation Monday, May 12, 2014, side 25

  26. Get together 3 persons. Distribute the roles mentor, mentee and observer. Mentee chooses a subject – as realistic as possible – sets the scenen for mentor. Mentor and mentee have 10 minutes for a mentor conversation. The observer has the responsablity for time and notes observations on: contact creation, under-standing of subject, body language, break through in reflection i.e. The observer has 5 minutes to tell mentor and mentee about the observations. EXERCISE– REFLECTING TEAM / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 26

  27. EXERCISE IN PRACTISE / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • Mentor presents herself (2 min.) • Mentee presents herself (2 min.) • Begin to go over the mentoring agreement • Begin perhaps by talking about goals Præsentation Monday, May 12, 2014, side 27

  28. IF IT DOESN’T WORK / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / • Common reasons for problems in the mentoring relationship: • No factual or psychological contract • No feedback in the relationen • Mentor takes over the responsibility • Lacking focus and follow up on items discussed • Mentee becomes dependent on mentor • Mentee doesn’t move from insight to action • Lacking structure for meetings as well as conversations • Becomes a therapeutic intervention Præsentation Monday, May 12, 2014, side 28

  29. THANK YOU FOR A GREAT DAY / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / / Præsentation Monday, May 12, 2014, side 29

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