Mentoring Program Orientation Session Thursday 13 August 2015

Gloria Yu and Martin Mulcare

Agenda 1. Overview of Mentoring 2. Finding A Mentor 3. The Mentoring Program 4. Q&A 5. Drinks and Discussion

Mentoring? The word 'mentor' comes from Homer's Odyssey. When Odysseus went to fight in the Trojan wars he left his son, Telemachus, in the care of the nobleman Mentor. Athena, the Greek goddess of wisdom, assumed the form of Mentor in order that she might give Telemachus some useful advice. Through Mentor, Athena acted as an advisor to the young Telemachus, helping him to overcome challenging obstacles.

Why Mentoring?

Mentors drive the last two

Skills

Competency

Behaviour

Source - Institute Step-Up Launch, November 2008 - Princeton University Learning & Development Framework Dec 2005

► Training, courses, books etc. ► 10% impact

► Feedback, role models ► 20% impact

► Experience and job tasks

► 70% impact

Valuable Engagement

Trust Value Tension Friend High High Low Mentors High High High Directors Low Low Low

Appreciate the value of tension Tension can only be pushed within trust level Mentors will challenge you – value depends on this

Positive tension or Stress

Expect to be stretched!

Benefits for Mentees ► Accelerate professional and career development ► Improve individual performance ► Opportunity for reflection and evaluation (EI!) ► Create a trusting and committed relationship ► Can focus on broad business and professional

outcomes (holistic) ► Getting another persons perspective – “old head on

young shoulders” ► Improve planning, time management and

communication

Benefits for Mentors ► Develop people skills: Coaching, empathy, listening ► Personal satisfaction ► Professional satisfaction ► Opportunity for reflection and evaluation ► Create a trusting and committed relationship ► Getting another person’s perspective ► Reverse mentoring potential – younger generation’s skills

Desirable Traits For Mentees ► Drives the process and takes responsibility ► Motivated and willing to develop a good relationship ► Listens and accepts guidance and feedback ► Sets realistic and appropriate goals ► Reliable and trustworthy ► Looks to be challenged ► Flexible and open to new ideas ► Shows initiative and enthusiasm ► Recognises, acknowledges and appreciates mentor

Taken from AXA’s “High Level Mentoring V2.0”

Journey of Transformation

Tips for Mentees ► A good match between mentor

and mentee ► Trust and confidentiality ► Agree timeframe and set

expectations ► Agree ‘stretch goals’ ► Expect to be challenged ► Open to feedback ► Keep your manager informed ► Take initiative and ownership – it’s

not a silver bullet!

Finding a Mentor

Program Timeframe Timeframe

Pre-Orientation 11 Aug 13 Aug 18 Aug Late Aug Late Aug Late Sept TBC Aug 2016

Mentor options sent to mentees Mentor Skills Workshop and Orientation Session (Melbourne) Mentee Orientation Session (Sydney and Webinar) Mentor Skills Workshop (Sydney and Webinar) Mentors contacted by mentees Relationships begin Second round matching Sharing Session Review of mentoring relationship

Mentoring Process - Suggestions ► Find a Mentor (see Flowchart)

► Initial Meeting: Agree Protocols and Expectations

► Complete Agreement

► Face-to-Face Meetings

► Monthly for 60-90 Minutes

► Business Environment

► Mentee Responsible for Schedule and Records

► Maintain an Engagement Record

► 12 Month Target

► Quarterly Review

Managing Expectations

2014-15 Intake: Meeting Frequency

Monthly 57%

More Frequent

22%

Less Frequent 21%

Mentees

Monthly 68%

More Frequent

12%

Less Frequent 20%

Mentors

Managing Expectations

2014-15 Intake: Will you be Talking or Listening?

Listening 54%

Talking 9%

50/50 28%

Other 9%

Mentees

Listening 67%

Talking 7%

50/50 24%

Other 2%

Mentors

Commitment Needed! Potential Barriers ► Time? ► Confidentiality? ► Challenges? ► Short Term Value? ► Records and Actions? ► Tangible Benefit?

Questions?

Enjoy the experience!