Topic 5: KSB The Mentor Model

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ILM Level 3 Award in Effective Mentoring

KSB The Mentor Model

Welcome to this topic, where we will explore the different aspects of knowledge, skills and behaviours a mentor needs in order to be effective.

Helping

Offering

Facilitating

Building

Connecting

Introduction

Julie Starr, author of the Mentoring Manual ( 2021) outlined five main areas a mentor needs to focus on:

Responds to the mentee's needs

Offers mutual respect

Teaches

Nurtures

Encourages

Manages the relationship

The Mentor Model

In his book, Everyone Needs A Mentor, David Clutterbuck (2004) used the MENTOR acronym to identify the main knowledge, skills and behaviours of an effective mentor:

Self-awareness Being able to understand ourselves is an important foundation for effective mentoring and a key part of emotional intelligence. This allows us to know what situations we find easy / challenging, what pushes our buttons, how our emotions affect us and those around us and how we can better manage our emotions. To begin this topic, watch this pearl of wisdom® on the Emotional Intelligence Journey, and reflect on the important role this plays in building effective relationships.

P250: The Emotional Intelligence Journey

Strengths profile

16 Personalities

Diagnostics can be a useful way for us to learn more about ourselves, and we can use these with our mentors to help raise their self-awareness too. Complete the following two assessments and take some time to reflect on what the results mean for you. You might find it helpful to discuss these with someone who knows you well.

Activities: Self-awareness

Questionnaire: Listening skills

Activity: Assessing Your Listening Skills

Active listening is an essential skill for any mentor who wants to build trust, foster open communication and engage with the mentee. As a mentor your ability to listen ensures your mentees feels heard and valued, and fosters an psychologically safe environment where mentees feel able to share concerns, ideas and aspirations openly and trust in the guidance you might offer.

STEP 3: Assess your confidence and competence as a mentor and use the results to help you reflect on your strengths and areas for further development.

STEP 2: Investigate whether your organisation has outlined specific knowledge, skills and behaviours that an effective mentor needs to demonstrate

STEP 1: Review the EMCC Competence Framework and make yourself familiar with the eight key competencies and levels

Activity: Research and Reflect

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• Can spot strengths and development areas
• Facilitates learning and reflection
• Has and shares their good knowledge of the organisation
• Provides resources

Offering help to the mentee to overcome limiting beliefs, roadblocks or barriers to progress.

• Self-management skills (self-aware, self-control, self-confidence)
• Interpersonal, organisational and time management skills

Facilitating conversations that help the mentee get value from your time together, including offering positive challenge and feedback.

Connecting with the mentee through effective listening to enable the mentor to gain a clear sense of what the individual is really saying. Building rapport to give the mentee the sense of being listened to and valued.

• Promotes personal growth
• Maintains a healthy balance
• Awareness of organisation's goals, values etc.

• A good role model
• Listens and challenges
• Fosters ambition and drive, ownership and accountability
• Gives clear, constructive feedback

Helping the mentee to grow and develop by enabling them to increase their knowledge, wisdom and self-awareness, and broaden their perspective.

Doesn't impose advice on the basis of own needs.

Building a relationship of engagement and trust by maintaining confidentiality, getting to know what the mentee needs and helping them work towards their goals.

• Accepts differences in values, interests etc.
• Supportive questioning
• Non-judgemental
• Maintains boundaries