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When it's done right, mentoring helps people take positive steps forward in their careers—which also helps develop the talent pool in an organization. In this short course, author Todd Dewett shows you simple steps to become a mentor who works with others to achieve more in their professional lives. He explains the difference between coaching and mentoring, and provides simple techniques for becoming an effective mentor. Learn how to agree on a mentoring schedule and goals, ask smart questions, provide straightforward advice, and more.
(MUSIC) Mentoring programs are all the rage, and there's a reason for that. When it's done right, mentoring helps people take very real steps forward in their career. Now I know you've heard the terms coaching and mentoring before, and sometimes people use them synonymously. But they're a little different. So let me help you think a little more clearly about the two real quick. Coaching is about short-term skill building in the immediate role someone has. The first quarter, the second quarter. We're not talking about years; we're talking about immediate skill building for the current role and it's usually delivered by a peer or someone close to them in the hierarchy. In contrast, mentoring is about long-term career progress. It's about strategic skills that aren't necessarily of immediate use that you have to build if you're going to take big steps forward in your career. Being a mentor can help change someone's life. But I want you to be sure that you get involved in mentoring for the right reasons. Now, right now inside many organizations, they have formal mentoring programs, and I'm not saying that they're wrong. They can be useful. I do, however, want to tell you that contrived relationships are never as good as organically grown relationships. So instead of formally pairing people who otherwise wouldn't know each other, I want you to think about encouraging managers, instead of mandating managers, to become mentors. When people self-select into relationships the odds that they can find a good bond, have good chemistry, goes up significantly. That leads to a good mentor relationship. Let's be clear, as well, about the motivation for being a mentor. It's not about just checking boxes. It's not about building a following of people who like you and come to you for advice. It's really about wanting to help an individual be a better version of themselves. At a bigger level, the motivation for mentoring is about wanting to develop the talent pool in your organization. It's also about you building your teaching skills, which will help you at any level of the leadership hierarchy. Ok, so let's address what it means to be a great mentor. Here are several specific ideas that will help you to be the best mentor possible.
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