Impact of values, behaviours, attitudes, and emotional awareness
The impact of values, behaviors, attitudes, and emotional awareness plays a significant role in the mentoring relationship. Developing self-awareness enables mentors to recognize their own values, beliefs, and attitudes, which may influence their interactions with mentees. By being conscious of these factors, mentors can effectively manage their own biases and prejudices, ensuring that they provide unbiased guidance and support to their mentees.
Self-regulation is another crucial aspect of mentoring. Mentors should be able to manage their emotions, ensuring that their reactions are appropriate and constructive, even in challenging situations. This ability not only helps maintain a positive mentoring relationship but also sets a good example for mentees on how to manage their emotions effectively.
Biases and prejudices can potentially hinder the effectiveness of the mentoring relationship. Mentors need to be aware of any unconscious biases they may hold and actively work towards mitigating their influence on the guidance they provide. This is particularly important when working with mentees from diverse backgrounds or with different experiences, as biases can lead to misunderstandings, and miscommunication, and even harm the mentee’s progress.
Emotional awareness is a critical component of a successful mentoring relationship. Mentors should be able to recognize and respond to the emotional needs of their mentees, showing empathy and understanding. By doing so, they can create a safe and supportive environment where mentees feel comfortable discussing their challenges, aspirations, and emotions.
In summary, the impact of values, behaviors, attitudes, and emotional awareness on the mentoring relationship is significant. By developing self-awareness, self-regulation, and managing biases and prejudices, mentors can foster a positive and effective mentoring relationship that supports the personal and professional growth of their mentees.
Additional References:
Akers, M & Porter, G. (2016). What is Emotional Intelligence (EQ)? Psych Central. Retrieved on March 20, 2018, from https://psychcentral.com/lib/what-is-emotional-intelligence-eq/
Chun, J., Litzky, B., Sosik, L., Bechtold, D. & Godshalk, V. (2010). Emotional Intelligence and Trust in Formal Mentoring Programs. Accessed on January 15, 2018, on file:///C:/Users/SUPPOR~1/AppData/Local/Temp/421.full.pdf
Cooper, R. (1997). Applying emotional intelligence in the workplace .Accessed on January 15, 2018, on http://go.galegroup.com/ps/anonymous?id=GALE%7CA20251750&sid=googleScholar&v=2.1&it=r&linkaccess=fulltext&issn=10559760&p=AONE&sw=w&authCount=1&isAnonymousEntry=true
Cremona, K. (2010). Coaching and emotions: An exploration of how coaches engage and think about emotion. Coaching: An International Journal of Theory, Research, and Practice, 3, 46-59.
Opengart, R. and Bierema, L. (2015). Emotionally Intelligent Mentoring Reconceptualizing Effective Mentoring Relationships. Human Resource Development Review, 14(3), pp.234-258.
