Using a mentoring approach will help with the learning and development of your apprentice, and it is possible with skill, awareness and by staying in the boundaries of the mentoring role to be non-directive on most matters (i.e. pull).
The activities and learning presented thus far show how a mentoring approach is a supportive and helpful way to increase ownership and buy-in from your apprentice. Using pull as a non-directive management action is possible and is encouraged.
There may be times, however, where you decide a “push” – being more directive – is needed.
An apprentice is a member of the workforce with full employment conditions, job description and duties to perform in a defined job role. Therefore if you also have managerial responsibilities for the apprentice you may need to discuss work and performance requirements too.
For this you can have appraisal/supervision in place and can make sure one to one meetings cover two things:
- Work and task-related activities where there are performance targets
- Relationship related activities where you take a mentoring approach
Essential elements of being an effective apprentice manager are communicating with and understanding your apprentice and finding a balance.