Mentoring Course in Singapore
Mentoring Course in Singapore
Mentorship is a long-term relationship that brings many rewards to both the mentor and the mentee. The mentees are given the wisdom and guidance of the mentor from expertise and/or years of experience. Through mentoring, there can be long-term effects from the knowledge shared, skills and practices passed on, and individuals molded into leaders.
This Mentoring workshop is ideal for anyone who would like to gain a strong grasp and improve their Mentoring.
All Staff Within An Organisation
The ideal group size for this Mentoring course is:
Minimum: 5 Participants
Maximum: 15 Participants
The duration of this Mentoring workshop is 2 full days. Knowles Training Institute will also be able to contextualised this workshop according to different durations; 3 full days, 1 day, half day, 90 minutes and 60 minutes.
2 Full Days
9 a.m to 5 p.m
Below is the list of course objectives of our Mentoring course
- Define Mentoring
- Benefits of Mentoring
- State What Mentors Do
- Memtoring 101
- The Rules of Mentoring
- Mentoring Case Studies
Each participant will receive the following materials for the Mentoring course
Mentoring Learner’s Guide
Mentoring Key Takeaways Notes
Mentoring Essentials Ebook
Mentoring Course Handouts
Mentoring 30-Day Action Plan
Mentoring MindMaps Pack
Mentoring PPT Slides Used During Course
Mentoring Long-Term Memory Flashcards Pack
Mentoring E-Learning Course
Mentoring Online Video Course
Mentoring Essentials Audiobook
Mentoring Infographics Pack
Each course participant will receive a certification of training completion
There are 3 pricing options available for this Mentoring training course. Course participants not in Singapore may choose to sign up for our online Mentoring training course.
Contact us for the latest Mentoring course schedules:
Phone: +65 6817 2530
Request for this Mentoring course brochure. Fill up the short information below and we will send it to you right away!
Post Training Support: A vast majority of training does not have any effect beyond 120 days. To work, training has to have a strong pre- and post-training component. Post-training reinforcement helps individuals to recall the understanding and ask questions.
Blended Learning: Learning does not occur in the classroom. Virtually everybody prefers distinct ways of learning. Successful learning should have a multi-channel, multi-modal strategy.
We Understand The Industry: We’ve got a profound comprehension of the business, business design, challenges, strategy and the that our participants are in and have designed the courseware to cater to their professional needs.
Course Content: Knowles Training Institute’s material is relevant, of high quality and provide specific learning results. Participants will leave the training course feeling as they have gained a strong understanding and will also be in a position to execute what they have learned sensibly.
Course Development — The workshop modules follow a systematic and logical arrangement. This structure helps to ensure that the course material allows the facilitators to deliver the course in a logical arrangement. Consider the subjects as building bricks into learning, our facilitators slowly build towards a comprehensive picture of this entire topic.
A mentor may give to a protege, information about a career path, guidance, motivation, emotional support, and role modelling. A mentor may assist with examining careers, setting goals, acquiring contacts, and identifying resources.
There are three types of mentoring.
- Traditional One-on-one Mentoring. A mentee and mentor are united by a program or on their own.
- Distance Mentoring. A mentoring relationship whereby the two parties (or group) are in separate locations.
- Group Mentoring. Pair a single mentor with a cohort of mentees.
Mentoring is a method of semi-structured guidance whereby one person gives their knowledge, skills and experience to assist others to grow in their personal lives and careers. Mentoring is more than ‘providing advice’ or passing on what your background was in a particular area or situation.
Mentoring is a connection between two people with the purpose of work and personal development. The “mentor” is usually an experienced individual who shares knowledge, experience, and help with a less experienced person or “mentee.”
The Three C’s of Mentorship are:
- Role 1: Consultant. This role is the most prominent role for a mentor to play.
- Role 2: Counselor. Listen.
- Role 3: Cheerleader. In addition to all of the helpful feedback and advice that a mentor can give, they should also render support and enthusiasm.
Here are examples of goals for mentoring:
- Leadership skills.
- Confidence skills.
- Public speaking/presentation skills.
- Life and work balance.
- Becoming a better manager/working with teams.
- Career trajectories/next steps/5-year plans.
- People skills.
Successful tutoring relationships go through four phases: preparation, enabling growth, negotiating, and closure.
A good mentor is ready to share skills, knowledge, and expertise. A good mentor can teach what he/she knows and accept the mentee wherever they are in their professional growth. Good mentors can recall what it was like starting in the field.
Here are seven suggested Best Practices for Mentees:
- Focus on accomplishing learning goals.
- Take an engaging role in the mentoring relationship.
- Create SMART goals that will contribute to development.
- Be authentic, open and honest.
- Prepare for all mentoring meetings.
- Stay connected and in communication with the mentor.
- Be willing to stretch and step out of the comfort zone.
A good mentor is ready to share skills, knowledge, and expertise. A good mentor can teach what he/she knows and accept the mentee where they are in their expert development. Good mentors can recall what it was like starting in the field.
Consider these seven essential qualities that can help one to become a better mentor.
- Ability and willingness to communicate what one, as a mentor, know.
- Approachability, availability, and the ability to listen.
- Honesty with diplomacy.
- Objectivity and fairness.
- Compassion and genuineness.
A mentor is not a parent – he or she is not there to assume the role of a parent. A mentor is not for spoonfeeding – mentors play an essential role in a young adult’s life – Mentors are not for financial support.
This role is essential when someone is new to an organisation, during an induction period, for example. The mentor teaches the learner to develop their understanding quickly or to support their ongoing career development.
Mentoring is a long-term process basing on reciprocal trust and respect. On the other hand, coaching is for the short-term. Mentoring is more focused on building an informal relationship between the mentor and mentee, whereas coaching accompanies a more structured and formal approach.
Mentors will facilitate thinking and will not spoonfeed what to do. Expect a mentoring relationship basing on confidentiality, trust, mutual respect and sensitivity. Mentoring needs clear boundaries between the mentor and mentee, which one should be involved in agreeing.
Mentoring is a learning relationship, generally concentrated on long term career development. The primary goal is to drive building skills, knowledge and understanding, and personal growth.
Benefits of Having a Mentor are:
- Encouragement and support for growth and improvement.
- Guidance/collaboration in research.
- Teaching advice.
- Creating a professional network.
- Help in becoming a leader.
- Getting useful feedback on behaviour.
- Receiving guidance on promotion and tenure.
How to Be A Good Mentor:
- Establish Expectations And Ground Rules. When first presented to the mentee, make them happy by explaining the role.
- Do An Informal Needs Assessment.
- Set Goals Mutually.
- Set A Contact Schedule.
- Listen Carefully, Then Ask And Advise.
- Let Them Make Their Own Decisions.
- Be Answerable To Each Other.
- Open Doors.
Mentoring has a long-term relationship concentrating on supporting the growth and development of the mentee. The mentor holds a reservoir of wisdom, teaching, and support, but is not someone who sees and advises on specific actions in daily work.
A possible disadvantage is that if the mentor-mentee relationship is forced, such as when a supervisor assigns an experienced employee to tutor a new hire, it is possible that the two may not hit it off, or that the mentor may feel he does not have the time to fulfil the role while still carrying out his regular job.