Upon completion of this course, participants will be able to:

• Define the differences between mentoring, coaching, and sponsoring.
• Establish clear expectations and boundaries for the mentoring relationship.
• Apply active listening and questioning skills specific to a mentoring context.
• Guide a mentee through self-assessment and goal-setting for career growth.
• Share relevant professional experience and wisdom without "telling."
• Provide effective, future-focused advice on navigating organizational politics.
• Recognize and respond appropriately to common mentoring challenges.
• Develop strategies for successfully concluding and transitioning the relationship.

• Experienced professionals seeking to become formal or informal mentors.
• Managers and leaders who want to develop their team members.
• Individuals participating in an organizational mentoring program.
• Employees seeking to enhance their leadership and legacy skills.
• Anyone who is a subject matter expert in their field.

• Role-playing a first-contact mentoring session (establishing goals).
• Group discussion on the ethical boundaries of sharing confidential information.
• Practice storytelling: sharing a personal career lesson with advice.
• Case study: analyzing a challenging mentee/mentor dynamic.
• Individual development of a personal mentoring style and philosophy.
• Peer coaching and feedback on advisory skills.

Unit 1: The Mentor's Role and Mindset

• Defining the Relationship and Its Purpose
  • The evolution of mentoring and its value in the modern workplace.
  • Key characteristics and behaviors of a successful mentor.
  • Distinguishing the mentor role from a manager or coach.
  • Understanding the dual benefits: the mentee's growth and the mentor's learning.
  • Establishing a non-judgmental, confidential, and safe space.

Unit 2: Setting Up the Mentoring Relationship

• The First Meeting and the Mentoring Agreement
  • Techniques for establishing rapport and building trust quickly.
  • Creating a formal or informal mentoring agreement (goals, frequency, duration).
  • Guiding the mentee through a self-assessment of their needs and goals.
  • Setting boundaries regarding time commitment and topic scope.
  • Discussion: aligning the mentee's goals with organizational needs.

Unit 3: Mastering the Mentoring Conversation

• Guiding, Advising, and Sharing Expertise
  • The role of storytelling and anecdotal wisdom in mentoring.
  • Using powerful questions to help the mentee generate their own insights.
  • Techniques for sharing career advice on complex topics (e.g., work-life balance).
  • How to provide developmental feedback and challenge assumptions constructively.
  • Addressing ethical dilemmas and navigating organizational politics with a mentee.

Unit 4: Common Mentoring Challenges

• Troubleshooting and Problem Solving
  • Dealing with a passive or uncommitted mentee.
  • Managing conflicts of interest or confidentiality issues.
  • Strategies for refocusing the relationship when sessions become aimless.
  • Knowing when to refer a mentee to another resource (e.g., HR, manager).
  • Balancing support with challenging the mentee to stretch their comfort zone.

Unit 5: Legacy and Relationship Conclusion

• Sustaining the Impact and Planning the Next Steps
  • Creating an action plan for the mentee to continue their momentum.
  • Evaluating the success of the formal mentoring relationship.
  • Strategies for transitioning from a formal program to a long-term professional connection.
  • Reflecting on lessons learned as a mentor.
  • Documenting the mentoring impact for organizational reporting.