The African Women Leadership Academy (TAWLA) is a non-profit making organization registered on the 5th of May 2010 in Botswana, the mandate of which is to empower young women and girls through networking, mentoring and leadership skills training. TAWLA mentoring programme pairs youth with caring, responsible mentors, trained to focus on building trust, encouragement, and positive reinforcement to inspire and motivate the mentee to achieve personal goals. (Slides by Dr Maude Dokobe, University of Botswana)

1. TSHIPIDI WORKPLACE MENTORING
LAUNCH
ROLES AND RESPONSIBILITES OF MENTORS AND
MENTEES
PRESENTER: DR. MAUDE DIKOBE
26 SEPTEMBER , 2013

2. THE AFRICAN WOMEN LEADERSHIP ACADEMY

3. WHAT IS MENTORING?
 Mentoring has a long and ancient history. It is
based on the story of Greek Mythology told in
Homer’s Odyssey. When Odysseus went to the
Trojan War, he appointed his good friend
Mentor, as a role model, guardian and adviser to
his son Telemachus.
 From these origins mentoring can be defined as
providing guidance and support within a
personal relationship that extends over a period
of time.
 Therefore mentoring is part of our lives (parents,
teachers, friends etc.)

4. THE CONCEPT OF MENTORING
 N.B. Mentoring is part and parcel of our lives
We learn and take advice from parents, teachers,
peers and older friends.
 Mentoring has been used to describe a
relationship in which an experienced person
provides counsel and advise for a less
experienced one.
 Mentoring functions are carried out within the
context of an on-going, caring relationship
between the mentor and the protégé (Anderson
and Shannon, 1988:40)

5. DIFFERENT TYPES OF MENTORING
 Formal and Informal Mentoring
 Peer mentoring
 Intergenerational mentoring
 Community service and leadership
 Same Sex mentoring
 Opposite sex mentoring
 N.B. Mentoring not only found in the academy

6. PRINCIPLES AND VALUES OF
MENTORING
 Mentoring relationship most effective when
mentor and mentee understand their
responsibilities and are willing to assume them.
 The relationship must be of mutual trust.

7. THE DIFFERENCE BETWEEN
MENTORING AND COACHING
 The ICPD differentiates between
coaching and mentoring. It is helpful
to understand the differences and
similarities. See
www.briefgroup.uk/coaching and
mentoring .html

8. THE MENTOR/MENTEE
RELATIONSHIP
 The ideal mentoring relationship is the personal
and professional.
 But each must understand and respect the
parameters under which they operate
 Establish clarity about roles and responsibilities
 Develop trust and friendship

9. ROLES AND RESPONSIBILITIES IN
MENTORING: MENTORS
 Mentor’s role is that of a trusted and supportive
guide
 Willingness to make a commitment to share
knowledge and expertise
 Ability to commit to the mentoring task
 Understand mentee’s cultural and ethnic and
religious background
 Be positive, patient, dependable, honest and
sincere
 Be firm. Have your mentee assume
responsibilities and hold him or her accountable

10. IT IS YOUR RESPONSIBILITY TO….

11. ROLES MENTORS CONT.
 Understand your mentee’s background, goals,
and aspirations
 Share stories and anecdotes
 Take mentee to professional meetings

12. ROLES AND RESPONSIBILITY IN
MENTORING: MENTEE
 Respect and trust for your mentor
 Let your mentor know as soon as possible the kind of
goals you want to achieve from the mentoring
program
 Take the initiative to ask for help or advice
 Don’t be defensive
 Assume the mentoring connection is strictly
professional
 Prepare yourself to move beyond the mentoring
connection once, it has served the purpose.
 Show your appreciation for the efforts made by your
mentor

13. ROLES IN MENTORING: MENTEE
CONT.
Keep the door open to return to your mentor for
assistance and advice in future

14. MENTOR/MENTEE RELATIONSHIP
CONT.
 Professional and less experienced mentee
 Refer them to your networks for single issue
mentoring
 Mentee’s Personal Development plan (NICE)
 Needs
 Interests
 Concerns
 Expectations
 Look for other mentors based on the re-
evaluation of the mentee’s needs

15. WHY SPECIAL MENTORING PROGRAMS
FOR THE YOUTH WHICH ARE
STRUCTURED AND PROFESSIONAL ?
a) Substance Abuse (alcohol and Drugs)
b) Peer Pressure
c) Self-image and personal insecurities
d) Class or ethnic identity
e) School Performance
f) Sexuality
g) Depression
h) Career Development
i) Information to resources and access to
scholarship opportunities .

16. BENEFITS AND PITFALLS OF
MENTOR MENTEE RELATIONSHIP
 Cross gender mentoring
 Same sex mentor – after work social
activities
 Provide emotional and psychological
support
 Over –familiarity may affect mentee/mentor
relationship
 Problems with a mentor who does not keep
commitments
 Possibility of becoming possessive of the
mentee “ Take my Mentor Please”

17. BENEFITS AND PITFALLS CONT.
 Mentee who is not honest and does not keep
appointments “Take this mentee away please.
 Joint Responsibility: Both mentor and mentee
are responsible for keeping the information
exchanged confidential.

18. WHAT ARE THE MOST IMPORTANT OR
INTERESTING THINGS YOU HAVE
LEARNT FROM THIS PRESENTATION?
 What do you make of mentoring now?
 Are you a mentee or mentor?
 Who is your mentor?
 How did you come to regard that person as your
mentor?
 Does the person know that you are their mentee?
 What do you intend to do with the information
you have gathered today?
 Questions and comments

19. I've learned that people will forget what
you said, people will forget what you did,
but people will never forget how you
made them feel.
-- Maya Angelou
DON’T GIVE UP
o Peter Gabriel and Kate Bush “Don’t Give UP”

20. TSHIPIDI CAN OPEN DOORS, BUT
MENTEES HAVE TO WALK
THROUGH THEM