Developing and Supporting Others: Mentoring Experience Reflection

This report presents a reflective account of a mentoring experience, focusing on the development and support of others within a professional context. The author, working in a senior executive role, recounts their involvement in a new project involving a team with limited experience. The report details the challenges faced, including the application of behavioral, participative, and transactional leadership theories, along with the skilled helper model, to guide and motivate team members. It reflects on the author's thoughts, feelings, and evaluations of the process, highlighting both successes and areas for improvement. The report concludes with insights gained and an action plan for future mentoring situations, emphasizing the importance of proactive engagement and the application of mentoring models to foster colleague development. References to relevant literature are included.

Developing and Supporting
Others

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
About Project..............................................................................................................................1
Reflection on a mentoring experience, linked to theory.............................................................1
Description..................................................................................................................................3
Thoughts and feelings.................................................................................................................3
Evaluation...................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................5

INTRODUCTION
Coaching and mentoring are two broad areas of practices where provide guidance to large
people of commonality and over lap. To mentoring and coach to any body required to high skills
that helps to handle the those people who take guidance from us. For this purpose apply different
types of model & theories to provide deep explanation about the learning things (Carter and et.
Al, 2016) . The process will help to recount the strategies and required efforts put up from both
the ends. There are required to follow leadership theories & style to communicate with the
participants and understand their problem. The whole procedure was very informative for me and
found in the training and teaching process that become reason of situation arising later in the
field. There are I'm providing the guidance to colleagues for new project.
MAIN BODY
About Project
I am working in the multinational organisation at the post of senior executive where
direct to employees regarding to work and provide training according to their efficiency. In
recent times company start new project and provide all responsibility to me. The new project to
manufacture of flavour cigarette that can not harm to people. For this project require to
experience team who able to initiate and take responsibility in different departments. The
manager provided list of selected employees who was working with me in the particular project.
I was disappointed with the team because mostly people have not good experience in this field so
it was challenging for me. The manager provided to those workers and started work from next
day. I was excited to work on new project and motivate to my team regarding to work. On the
first day of project introduce with all the team members and provide information about the
project and guidance how to possible in set period of time. It is challenging task for me to work
with non experiences people in the new project. There was required to provide all the appropriate
training and guidance regarding to work and focus on every thing that relate with the project
(Rist, 2019) .
Reflection on a mentoring experience, linked to theory
As a leader it is one of the most essential role to provide all the proper guidance to my
team to get success in the given project. By doing this, it will helpful to make all the appropriate
decision to sort out the problems that are holding them back, learn new skills and otherwise
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progress their careers. Some people get formal training that was related on the work not linked
with the business ethics and other problems. However, many people have to build up the
particular skill themselves. It may sound daunting but, if I was putting myself regarding to
techniques, trust and practices so I become great coach. It helpful me to provide good framework
to developing to coaching or mentoring. Before start to training I set goals and objectives that
related to this project that achieve by me in certain period of time. My goals was to complete the
project in 8 months, get success and explore my skills that help to get new opportunity in other
field and in this business. For this purpose I provided training to people how to work in different
situation. During to coaching I feel many people did not take interest in this project but I needed
to man power for the project so I search out the interest and according to that provide coaching
and mentoring to those people. There was required to focus on their skills that utilise for the
project and sort out the problem (Golden, 2016). To provide coaching to people apply different
types of leadership theories that helps to came together all the participants effectively. Firstly
applied of behavioural theories that related with the belief that great leader are made not born. In
this theory mainly focused on the activity of people, not on the mental qualities or internal states.
As per the theory people learn to become leaders with the help of monitoring and teaching. After
that apply the participative theory where advise to apply the ideal leadership style in order to take
input from others regarding to account. For this I motivate to team members to feel more
relevant and committed to the decision making process. I was applying this theory to take team
members in the major decision so they feel that they were important in the project so take in
suggestion from them in decision making process. So this theory said that leader retains the right
to enables the input of others. There is also applied the management theory that is called as
transactional theories. After applying this theory mainly focus on the role of the individual
member of the employees, group performance regarding to every task and organization
performance means how to they provide us support to complete this project on time to fulfil the
requirement (Savage, Collins and Cruickshank, 2017). Through managerial theory I can get
success in the project because every team member take the interest in the project. Some people
have the skills of emotional intelligence so I was focusing on every team member skills and
notice that how to utilise these skills in different activity of the task.
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Description
During to performance management I was focusing on the every person performance and
set the goals regrading to project for specific period of time. It was helping to carry out all the
results regarding to performance. I feel may people not take interest in the activities of the new
project so for that provide effective training session because they have not more experience in
the particular field. For this I was applying the skilled helper model with the aim of searching
any underlying reason for the lack of progress to reach the requirement of the role and
recognising the accomplish goals that help to become more successful in my role (Galassi,
2017).
Thoughts and feelings
At the the of task many up and down face from my team because many people did not
like me and always taunting on me regarding to my work that time I was feeling down but my
senior provide me suggesting how to tackle these problems in effective manner. I felt my
colleagues had let me down by not raising their concerns earlier thus enabling the into the role
well be asking more challenging questions regarding to project. I though carefully about the plan
of action that applied by me to complete the project on time (Reynolds, 2017).
Evaluation
The results come of mentoring in positive manner after many hazards all the team
member all the problems regarding to budget and team support and company support. Many time
company did not provide sufficient budget that required to complete the project so that time play
challenging role every one and in low budget provide ideas and suggesting that works
appropriately. I assured about my feeling and apply all the theories and model to provide
effective guidance to my team regarding to work. If they are feeling any problem so that time
find out all the alternatives that supports them in the different activity. As a result I was getting
success at every steps in order to get positive experience that motivates me regarding to coaching
as well as mentoring (Sherraden, 2017).
CONCLUSION
At the end it is concluded that we were getting success in my project and compete in set period
of time. It is good opportunity foe me and learn new skills with my team members. Many time in
critical situation I feel fell down but my team member provide support in each activity and my
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mentoring is tough because I never provide training to people. In the different situation the task
was challenging and also provide the rewarding. I was feeling happy with the mentoring way I
took with the learning supporting assistant where I judged the character of every team member
that enough to get success. Many time team members were asking typical question from me that
time I had no answer that shown greater effect than skirting these challenging issues. I would
certainly set aim to start the procedure of challenge at an earlier stage and from the off mentoring
model that supports to my team members in their role. To complete different types of activities
face many challenges that create problems but mu team work together and get success in ever
task. I would introduce the mentoring/coaching approach from the first meeting
therefore being proactive in the development of a colleague. It is said that it was good
experience in the mentoring and coaching where learning many new skills and cooperation with
employees and how to take decision in the typical condition.
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REFERENCES
Books and Journal
Carter, E. W. and et. al, 2016. Randomized evaluation of peer support arrangements to support
the inclusion of high school students with severe disabilities. Exceptional Children.
82(2). pp.209-233.
Rist, G., 2019. The history of development: From western origins to global faith. Zed Books
Ltd..
Golden, J. E., 2016. Supporting online faculty through communities of practice: Finding the
faculty voice. Innovations in Education and Teaching International. 53(1). pp.84-93.
Savage, J., Collins, D. and Cruickshank, A., 2017. Exploring traumas in the development of
talent: what are they, what do they do, and what do they require?. Journal of Applied
Sport Psychology. 29(1). pp.101-117.
Galassi, J., 2017. Strengths-based school counseling: Promoting student development and
achievement. Routledge.
Reynolds, W. J., 2017. The measurement and development of empathy in nursing. Routledge.
Sherraden, M., 2017. Can the poor save?: Saving and asset building in individual development
accounts. Routledge.
Noel, J., 2017. Developing multicultural educators. Waveland Press.
Gardiner, W. and Weisling, N., 2016. Mentoring ‘inside’the action of teaching: induction
coaches’ perspectives and practices. Professional Development in Education. 42(5).
pp.671-686.
Sowers, J. A. and et. Al, 2017. A randomized trial of a science, technology, engineering, and
mathematics mentoring program. Career Development and Transition for Exceptional
Individuals. 40(4). pp.196-204.
Lindle, J. C and et. al, 2017. A logic model for coaching experienced rural leaders: lessons from
year one of a pilot program. Professional Development in Education. 43(1). pp.121-139.
Rekalde, I., Landeta, J. and Fernandez-Ferrin, P., 2017. Is executive coaching more effective
than other management training and development methods?. Management Decision.
55(10). pp.2149-2162.
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