Act Global delivered a one-day free mentorship-training course at HUB Bali Coworking, Legian on the 26th of August 2018. As Act Global would be hosting new international volunteers, a call was made to recruiter potential mentors to support these guys to integrate into Balinese life and culture. This one-day training brought 24 people from the local community who spent the day looking at the role of a mentor and how mentorship works.
We started the training with some integration activities before delving into the topic of mentorship. Then in the first activity participants were asked to explore the difference between a manager, a coach, a friend and a mentor. Participants were given a bunch of statements and asked to identify who they felt the statement belonged to, a friend, manager etc. This then culminated into a discussion about how the group saw the difference. The conclusion was understanding the clear lines and difference between the roles, and that although a mentor can be a friend, a mentor takes on a responsibility to support (in this case) the volunteers integration and to help them overcome any challenges they might face.
The next activity was looking at some styles of mentorship. As a group, we explored five methods with the purpose of participants trying to identify with which mentorship style suited their personality and why. By looking into the mentorship styles participants were able to discuss and contemplate the different methods of mentoring and identifying how and when different methods could be effective. By the end of the task, the participants gained a better understanding of the methods and were better able to have clarity on which type of mentor they were and how they felt they could be effective in supporting volunteers.
The following activity explored how to build trust. A mentor relationship heavily relies on trust, as the mentee to some degree exposes some vulnerability about how they need support in a certain area where the mentor is more skilled or experienced. To explore this we made a fun activity where participants worked in pairs and made sandwiches for each other blindfolded, then fed each other. This, of course, was a fun activity just made to illustrate the importance of trust and in the humour, participants understood the point.
Next, we explored three theoretical models that would support mentors to understand the needs of mentees. First, we explored Maslow’s hierarchy of needs to examine why if basic needs were not met that volunteers would not be able to fulfil their commitments. Next, we looked at a model of conflict resolution to look at how conflicts can occur and what are the different approaches to managing this, and why different methods can be effective at different times. Finally, we explored a personal development model called GROW, that could help volunteers when thinking about their projects and what their realities and options are. These models gave participants some models to contemplate and add to their mentorship styles and methods.
Finally, we looked at something called YouthPass which is a European accreditation system that assesses basic competencies in eight key areas. As a group, we explored each competency and discussed how these could be met in the implementation of volunteers service.
After a long afternoon, we then reflected on what we learned over the course of the day and concluded with giving each of the participants a certificate for their attendance and participation.