mentoring process overview(2)

8/6/2019 Mentoring Process Overview(2)

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Outline:

Part I: Setting the Stage

Mentoring Mission

Objectives (Mentoring Relationship & Program)

Definitions

Mentor and Protg Roles

Part II: Process

Program Guidelines Mentoring Framework

Mentoring Process Steps

Part III: Resources

Tools and Resources Program Flexibility


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Mission of a Mentoring Program

The mission of the Mentoring Program is to

grow our own internal talent

by providing the participants with

leadership challenges and developmentalopportunities.

Since this is a pilot program, participants will also be

helping to create and shape a tool that can benefit awider audience of your colleagues in the future.


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Mentoring Relationship Objective

The objective of the mentoring relationship is to

experience a stimulating

journey of self-discovery and development

which will provide you exposure to opportunities for

personal fulfillment and achievement.

Enjoy your journey!


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Retention and engagement

Support and reward high performance

Succession Planning

Creation of talent pool

Development of professional relationships

Create culture of continuous learning

Individual development

Knowledge transfer

Career growth and development:

Cultivate individual career planning ownership

Mentor to gain better perspective of individual /

organizational issues

Mentoring Program Objectives


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Mentoring is a means ofdeveloping human resources

about guiding others in their personal quest for growth through

learning

a stimulating journey ofself-discovery and development which

provides opportunities for personal fulfillment and achievement.

a fundamental form of human development where one person invests

time, energy, and personal know-how assisting the growth and ability of

another person.

a method forencouraging human growth

What is Mentoring?


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What is a Protg?

A Protg is the recipient of the Mentors guidance and must

be committed to expanding his/her capabilities, be open and

receptive to new ways oflearning, and have a sense of

personal responsibility about the mentoring relationship and

his/her own growth & development


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What is a Mentor?What is a Mentor?

AMentoris a learning leader who facilitates the learning processfor a Protg:

Promotes intentional learning through multi-channels:transformational learning, beyond the day to day

Coaching, insights, sharing own experiences (anecdotes and personalscenarios), guidance, modeling, stimulates individual growth,encourages thought provoking opportunities that help develop apersonal vision, helps protg identify his personal winning strategy,elicits high commitment to personal change and development

Opens doors to learning opportunities when possible and appropriate

Provides Protg exposure to broad networks

Provides a broader view (than the Manager) thus creating a pathfor the future of the protg.


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What is the Mentors Responsibility?

Mentors Responsibility:

Career supportby encouraging challenging and growth

opportunities (horizontal career moves)

Emotional support: encouragement, recognition, feedback,

coaching Support for short term and/or long term planning

Access to learning opportunities, resources and networking

Keeps the protg on the right trackto avoid aimless detours


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Protg Responsibilities:

Be committed to expanding his/her capabilities

Be open and receptive to new ways of learning

Be open to feedback

Have a sense ofpersonal responsibility about the mentoring

relationship: take ownership

Follow through on development plan and coaching for his/her

own growth and development


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What is the Protg Managers Role?

AManagersupports the Protg / Mentees learning process by

encouraging on the job learning (day to day capacity building)

and monitoring employee performance in alignment with

corporate goals


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How often do we meet?

Protgs and Mentors may meet twice a month, or a minimum once amonth

How do we work together?

Proteges and Mentors review the Protgs needs assessment andestablish goals for career development.

Resources are available on the Mentoring Website to guide conversationsand development opportunities

Proteges work on the development actions and check in with Mentor forcoaching

Proteges and Mentors complete quarterly feedback reports on-line.

How long is the program?

It is a twelve month program.

Mentoring Program Guidelines


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Mentoring Framework

Types ofMentoring Relationships

Job Challenges&

Business Related

Issues

SpecialProjects

Gain NewInsight and

Experience

Career

Development

Types ofMentoring Discussions

Types ofSub-Mentors

Individual

Development

Senior

Leaders

Peers Subject

Matter Expert

External Family


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Step 1. Register on-line - http://hrtalentpro.com

Step 2. Complete competency assessment

Step 3. Attend Mentoring Workshop: Mentoring Overview and

Familiarization with on-line tools

Step 4. Identify strengths, development needs, goals

Step 5. Mentor and Protg first meeting: get acquainted and

complete Mentor / Protg contract

Step 6. Mentor and Protg on-going meetings: refer to

discussion guide, agenda, work on areas for devp and

challenges, measure outcomes

Step 7. Quarterly feedback submitted on-line

Step 8. End of program final program evaluation

Steps in the Mentoring Process


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Step 1. Register on-line

The first step in the Mentoring Program is to use the online system toregister. The Program Adminstrator will send you the link.

Enter the homepage of the Mentoring Program: sign-in as a new user andcomplete the registration. Ensure you remember your password

Once the Administrator approves you, you will receive an email directingyou to take the self-assessment. Enter the Mentoring Program homepageagain and complete the self-assessment (using the password you created)


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Step 2. Complete Competency Assessment

Complete the Competency Assessment by rating your current level of

proficiency. The assessment automatically calculates your averages.

Review the results and identify areas that are strengths and

development areas

Save and print a copy of the assessment to share with your Mentor

during your first meeting.


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Step 3. Attend Mentoring Workshop

Mentoring Overview

Familiarization with on-line tools


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Identify areas that need improvement and brainstorm actions fordevelopment

Review the Assessment and identify strengths and development

areas

Add any other areas you want to develop

Prioritize

:work just on the top 3

Identify action steps that will help you achieve desired goals

What resources you will need and how can your mentor support

you?

Commit to executing on your action plan

Determine how you will track progress against your action plan

4. Identify Strengths & Development Needs


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Step 5. Meetings

FirstMeeting:

Get acquainted and establish a relationship Find commonalities and share personal interests, hobbies

Share professional background, education, and areas of expertise

Learn about what is most important to each one of you

Set expectations What does the Mentor expect from the Protege?

What does the Protg expect from the Mentor?

What will the Mentor provide or not provide?

How will we measure and evaluate outcomes?

Complete a Contract Agreement Refer to Contract Agreement in the Mentoring website, download it and

complete it

Print the completed document refer to it so you stay focused andaligned


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Step 5. Meetings

On-GoingMeetings

Set a specific time, date, and location

Have an agenda prepared in advance

Have a summary of notes from the last session

Meet at the agreed time and be punctual

Follow up on action items from last meeting

Agree on what will be discussed in next meeting

Agree on action items to be accomplished against devp plan

Proteges and Mentors have one final meeting to share learnings

and celebrate their success


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The Purpose of the Feedback is:

To enhance your mentoring relationship and ultimate outcome of your

development plan

Share feedback to recognize accomplishments, and to suggest

opportunities for improvement

Track and Monitor Progress

Step 7. On-Line Feedback Tool


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Step 8. End of Program Evaluation

Protg andMentors complete an end of the program evaluation

to determine the effectiveness and measure results.


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Mentoring Web-Site Demo

www.hrtalentpro.com


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Tools and Resources

Mentor & Protg

Benefits of Mentoring

Mentoring Process Overview

Mentoring Styles

Meeting Agenda

Mentor / Protg Contract

Identify Challenge

Brainstorming Action Planning Template

Feedback Review

Mentor

Mentor Discussion

Guidelines

Communicating with yourProtg

Mentor Roles & Resp

Protg

Protg Roles & Resp

Writing S.M.A.R.T. Goals

Protg Devp Plan

Development Resources


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Program Flexibility

Mandatory: Register

Complete Self-Assessment (Protg)

Identify Strengths/Development

Attend Mentor/Protg Meetings Create and Execute Development Plans

Provide Feedback: Quarterly and End of Program

Optional

Tools (Contract strongly suggested)

Can use current development plan


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All truths are easy to understand once they are

discovered;

the point is to discover them.

Galileo Galilei

I hear and I forget.

I see and I remember.

I do and I understand.Confucious


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If you are interested in implementing an on-line

Mentoring Program, please contact us for

more information!

[email protected]

www.hrtalentpro.com

mentoring process overview(2)

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