Abu Dhabi Ports Group ILM Mentoring Training

Which of the following is NOT a core benefit of effective mentoring in organisations?

• Improved employee performance and development

• Increased job satisfaction and motivation

• Reduced turnover and enhanced talent retention

• Higher absenteeism and decreased productivity

The purpose of mentoring is NOT

• Skills Development

• Career Advancement

• Prescriptive Direction

• Knowledge Transfer

Two of the following answers are not responsibilities of a mentor

• Feedback and Guidance

• Micromanaging Tasks

• Goal Setting and Development Planning

• Making Decisions for the Mentee

A mentor should not:

• Facilitate Learning

• Promote Reflection and Self-Awareness

• Provide Solutions

• Challenge and Inspire

You've been matched with a mentee eager to learn and grow during their mentorship journey. How can you kick-off a productive working relationship to maximise their learning and ensure a mutually beneficial experience? Choose multiple answers:

• Schedule an introductory meeting and encourage them to come with a detailed personal development plan.

• Share all your career advice during the first meeting, covering every potential pitfall they might encounter.

• Focus on outlining your own achievements and expertise to demonstrate your value as a mentor.

• Ask open-ended questions to understand their motivations, strengths, and weaknesses.

• Collaborate with them to set SMART goals for their development and track progress throughout the relationship.

You're excited to begin your new mentoring relationship, but unsure about the process of contracting. What's the primary reason to establish a mentoring contract?

• To outline specific goals and expectations for both parties

• To dictate the mentor's responsibilities and decision-making

• To create a legally binding document enforceable in court

• To document communication frequency and preferred methods

Which of the following practices contribute to a safe and ethical mentoring relationship? Choose multiple answers:

• Maintaining confidentiality of conversations and information shared by the mentee

• Setting clear boundaries and avoiding dual relationships, like supervisor-mentee roles

• Prioritising the mentor's professional development and career advancement over the mentee's needs.

• Providing constructive feedback based on objective observations and avoiding personal biases

• Encouraging regular communication and proactively checking in on the mentee's well-being

You're starting a new mentoring engagement and want to effectively identify your mentee's preferences and agree on mutually beneficial goals. Which of the following tools and techniques would be most helpful in this process? Choose multiple answers:

• Conducting a VARK Questionnaire

• Creating a SMART goal framework together

• Developing a detailed career timeline outlining potential milestones and long-term aspirations

• Administering personality tests

• Engaging in open-ended conversations, actively listening to understand perspectives and priorities

Which of the following is not a method for monitoring and reviewing progress towards goals

• Mentoring dairy

• The mentor's personal notes

• Learning log

• Personal Development Plan

What are the key purposes of maintaining accurate and detailed mentoring records for both mentors and mentees? Choose multiple answers:

• Track progress and measure achievements against set goals

• Identify areas for improvement and adjust the mentoring approach as needed

• Hold both parties accountable for their commitments and ensure productive use of time

• Gather evidence for performance evaluations or promotions of the mentor

• Provide a clear framework for future reference and reflection on the learning journey