Basic HTML Version
L
EARNING
TO
L
EARN
: B
ECOMING
A
S
ELF
-G
ROWER
389
E
XPERIENCE
13: C
HOOSING
AND
U
SING
M
ENTORS
E
FFECTIVELY
READING
Performance Levels for Mentoring
Level 5
—
Sages
1.
Are completely honest without reservation because of their utmost respect of mentee potential.
2.
Assume high expectations are met through aligning all challenges to mentee needs.
3.
Advance mentee self-assessment skills through effective assessment of mentoring process.
4.
Epitomize approachability and availability to open dialogue about issues. Bring issues to the table for
discussion without biased opinions. Listen to all sides and points of view to collect the best ideas. Use
paraphrasing to gain clarity.
5.
Comprehend a large range of technical and professional knowledge. They can run with an open-
ended problem and craft elegantly simple solutions.
Level 4
—
Expert Coaches
1.
Are consistently honest with others because trust and respect result from openness and rapport.
2.
Create high expectations that motivate mentees through effective challenges.
3.
Use assessment and self-assessment within the reflection of the mentoring process to help each grow.
4.
Are approachable and available to discuss issues. They bring issues out through questioning.
5.
Have strong technical and professional skills. They can adapt knowledge to solve unique problems in
new situations.
Level 3
—
Confidants
1.
Are honest with a close few and modify their trust based upon closeness.
2.
Have expectations and challenge mentees to self-motivate.
3.
Use assessment often to grow skills on an regular basis by studying the mentoring process.
4.
Make themselves available for open discussions and are often available.
5.
Have average technical knowledge and professional skills. They have basic transfer for solving similar
problems found in new situations.
Level 2
—
Forced Mentors
1.
Will be honest under scrutiny because trust is limited and overruled by power structure.
2.
Have required expectations and challenges, motivating when and as instructed.
3.
Meet minimal expectations of assessment with little regard for mentoring process review.
4.
Are available through required channels and often talk at the mentee.
5.
Have little professional skill and lack the ability to transfer problem solving knowledge to new situations
Level 1
—
Self-centered Individuals
1.
Constantly misinform others intentionally because of limited respect for self and others.
2.
Have low expectations and therefore see little point to motivating anyone.
3.
Use minimal assessment skills on rare occasions with little understanding of mentoring process.
4.
Are distant and unavailable. Do not listen others, often hindering and stopping open dialogue.
5.
Are unprofessional and lack the ability to structure and tackle the aspects of an open ended problem.