Whether you serve as a Mentor or engage as a Mentee, mentoring provides a myriad of benefits.
For Mentors they contribute to the well-being of the industry by passing on their knowledge and experience to others through reflection of their own practices and for the Mentee the experience can lead to greater career success through the exposure to new concepts, interests and opportunities for challenge.
How are pairs Matched?
Mentors and Mentees are matched together based on their goals, objectives and professional background.
How often are the Mentoring sessions?
Pairs meet at minimum on a monthly basis over the course of a year (1 November 2022 – 31 October 2023)
What type of support will I receive during the length of the program?
Mentee and Mentors will be supported through four learning touchpoints facilitated and or virtual coaching sessions led by Leading Well. It is mandatory for PEARL participants to attend the induction session which lays out the expectations to their role and the journey ahead. Participants will also be invited to attend ad-hoc learning webinars run by the RCSA covering some of the key development skills in developing our next generation of leaders.
Note: in-person training sessions are scheduled for Melbourne and Sydney only, all other regions will have an option to attend an online event.
Research has repeatedly shown that although mentees are keen to embrace mentoring, they are rarely decided on what they would like to gain from the process at the outset and it can often take 6 months to gain this clarity. On this basis the training and development of each mentee is a key element in the PEARL program.
The training framework for Mentee will be:
Vision versus goals – getting clear on your bigger picture and purpose.
- Understanding what Mentoring is, how it is different to coaching, consulting, training and counselling.
- The specific roles and responsibilities of the mentor and mentee - managing expectations.
- Overcoming the status gap.
- Goals: the difference between intellectual, emotional, and instinctive goals.
- Mentoring process – how it works, who’s responsible for what.
- The Flow: before the first meeting, during meetings, between meetings.
- Maintaining the mentoring relationship.
- Owning your role and taking full responsibility.
According to the European Mentoring and Coaching Council (EMCC) President, David Clutterbuck (2015) “A mentor has context specific expertise or the knowledge and skills to apply these in supporting the learning of others in a non-directive coaching style”.
Leading Well have discovered over the years that often these skills require development even in the most successful of leaders!
For Mentors who are imparting these necessary skills, they will be supported through key touch point workshops where these skills can be brought and put to use within their own organisational teams.
RCSA recognises the time mentors put in ‘giving back’ to the industry and who are generously giving of their own time.
The following topics are covered in the mentoring skills training to ensure mentors are equipped to not only consistently manage their mentoring relationship but also to conduct a true mentoring conversation:
Applications for the 2022 program open in August
- Understanding what mentoring is, how it is different to coaching, training, and counselling.
- The two dimensions of mentoring relationship and mentoring program outcomes and process with an emphasis on the relationship aspects.
- The specific roles and responsibilities of the mentor and mentee.
- Key steps to running a mentoring meeting.
- Development of the mentor/mentee relationship.
- vercoming the status gap.
- Critical communication skills for effective mentoring.
- Key components of the mentoring process (Awareness, Reflection, Choice, Action) and what will challenge my individual style.
- Development of the mentor/mentee relationship: from initiation to conclusion.
Register your interest as a Mentee or Mentor here