Importance of Psychological Safety While Mentoring

Psychological Safety Mentoring

What is the Importance of Psychological Safety While Mentoring?

Topics Covered

00:01 Introduction Psychological Safety While Mentoring Quora Question
01:30 Psychological Safety (PS) Adult perspective Workplace
05:11 Adam Grant puts it, in his book Give and Take, psychological safety is, “…the belief you can take a risk without being penalized or punished”
https://www.adamgrant.net/book/give-a...https://youtu.be/YyXRYgjQXX0 
Forbes.com "Psychological safety is the ability to show and employ one's self without fear of negative consequences of self-image, status or career. In the workplace, it is a shared belief held by members of a company, department or team that the team is safe for interpersonal risk-taking."
https://www.forbes.com/sites/forbesco...https://www.forbes.com/sites/timothyc...08:04 PS looking at unsafe characteristics social - among persons verbal - words used physical - inappropriate touching, location sexual mistreatment - words & touch 10:20 PS for Mentor self, workplace, with colleagues, with mentee
14:04 PS is the shared acknowledgement among the mentor & the mentee (and workplace) that it is safe to engage in interpersonal risk-taking through recognized vulnerability while mentoring
15:42 strengthen decision-making while explaining its why & whole there is trust to experiment without judgment firm sense of safety, not worried about the consequences fail without being labelled as a failure welcome questions voice ideas/suggestions without being shamed Examples of When Mentoring meets PS Unsafe
20:50 performance relative to expectations, like upholding the learning contract for self - triggers, prompts, reflections with mentee - triggers, prompts, reflections because of the workplace culture - STORY Also
27:00 the self-image of competence review/evaluation by workplace review/evaluation while mentoring concepts & practices of mentorship-mentoring
28:27 Formality/Informality
28:50 Mentor/mentee acceptance of unequally distributed power (to start) 29:51 Profiting Forward - maximize experience & relational capital, while connected with social & cultivated capital:
33:32 1. Clarify the Why (and Whole)
2. Demonstrate presence
3. Use responsive listening
4. Use conscious sharing
5. Promote collaborative conversations
6. Reflect in and on the structure
7. Reflect in and on the relationship
8. Monitor the language for involvement
9. Monitor language for evolvement
10. Manage shared ethical decision making
11. Remain open to feed-forward
12. Champion your mentee 43:07

Possible Questions to ask yourself as a mentor
Tell me about a time when you felt the mentoring structure & relationship was emotionally or psychologically unsafe?
Tell me about a time when you felt the mentoring arrangement & relationship was emotionally or psychologically safe?
What made it feel safe?
What makes it feel safe?
How does the mentoring structure factor into safety?
How does the mentoring relationship factor into safety?
How does the meeting time factor into the safety?
How does the workplace outcome factor into safety?
How did the “safety” affect your overall engagement? 

44:44 Quora Question What is a mentoring program? A mentoring program is a process that is implemented at the organization level to help employees learn and grow on a personal & professional basis. It typically involves a matching process of mentors to mentees. Age is not a factor & status in the organization does not matter, as you can have a mentor who is younger than you, based on your needs. The program would need to have: 1) Corporate support, 2) Structure, 3) Training, & 4) A culture that would support mentoring. If any of these are missing, you increase the change of the program not being as successful. The program may span a period as determined by the organization. The program can be based on formal mentoring (assigned mentors and mentees) or it can be an informal program based on the culture of the organization. Frequency of mentor/mentee meetings will be determined and form part of the structure of the program. Training is crucial for the success of the program. I highly recommend that training be done on an annual basis, making sure participants are current with mentoring processes & concepts. A review of the program should be conducted annually where participants can provide feedback based on: what is going well, what isn’t going well & what do we need to do differently for the next year to enhance the value of the program? A mentoring program is a system where experienced employees or professionals are paired with less experienced employees or professionals in order to provide guidance, support, & advice. The goal of a mentoring program is to help the less experienced employees or professionals develop their skills & grow their careers.

Co-Hosts
Doug Lawrence - Director of Education/Outreach
(https://TalentC.ca)
Dr. Stephen Hobbs - Director of Certification (https://wellthmovement.com) 

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