During the initial stages of the implementation of the CMS, JTN Technical Services’ trained and experienced Assessors and Internal Verifiers may be employed to mentor and develop the newly trained company Assessors and Internal Verifiers in their roles.
One of the best attributes of a mentor is leading by example. After agreeing to take on a mentee, it is the responsibility of the mentor to demonstrate the excellence, professionalism and work ethic that marks an accomplished assessor/ verifier.
Every organisation has challenges to face, and it is inevitable that a mentee will encounter some problems. The measure of an effective mentor is to help a mentee address problems strategically and effectively.
Experience with company policies and processes may smooth the way around some problems and familiarity with common assessment/ verification issues may position the mentor to offer specific tools or techniques to resolve a conflict. Mentors should be ready to offer strategies they have used previously to solve similar problems.
Many studies have indicated the importance of high expectations. Mentors are in the perfect position to set the bar high and encourage their mentees to rise to the occasion. New assessor/ verifier delegates who exceed expectations have less difficulty navigating the assessment/ verification process than those who just get by on the minimum required. Mentors push the novices they work with to excel increase the competitiveness of their mentees.
There is no substitute for active listening. Mentors need to be particularly astute listeners. It is important to read between the lines and anticipate the stresses, doubts and concerns mentees are struggling to cope with on a day to day basis. Rather than immediately interrupt with solutions, it is sometimes more effective to get all of the problems, issues and troubles out— and then help the mentee work through a process to come up with their own solutions.
Patience, compassion and understanding are great skills for mentors to utilise.
Time is often in short supply for a mentee, but having low expectations is not doing anyone a favour. Mentors need to push mentees to get out of their comfort zone and engage in new activities, have them choose what to get involved with strategically, but push them to choose. With support and encouragement, mentors may be able to get their charges to accomplish things they did not even realise they were capable of— and that is one measure of an accomplished mentor.
Content will be available soon.