View
2
Download
0
Category
Preview:
Citation preview
MENTORINGHANDBOOKGUIDEFORMENTORSANDMENTEES
TEM-MENTORINGPROGRAM2018ROUND2(AUG2018–AUG2019)
1
Contents INTRODUCTION...........................................................................................................................................1
KEYMENTORINGDATES..............................................................................................................................2
BENEFITSOFAMENTORINGPROGRAM.....................................................................................................3
1.1BENEFITSTOMENTOR........................................................................................................................3
1.2BENEFITSTOMENTEE........................................................................................................................3
ROLESANDRESPONSIBILITIESOFMENTORSANDMENTEES.....................................................................4
2.1MENTORRESPONSIBILITIES................................................................................................................4
2.2MENTEERESPONSIBILITIES.................................................................................................................4
2.3MENTORINGAGREEMENTS................................................................................................................4
THEMENTORINGCYCLE..............................................................................................................................6
PHASE1:INITIATION................................................................................................................................6
PHASE2:DEVELOPMENT.........................................................................................................................7
PHASE3:MATURITY.................................................................................................................................7
PHASE4:DISENGAGEMENTANDREDEFINITION.....................................................................................7
MENTORSKILLSANDQUALITIES.................................................................................................................8
ISSUESINMENTORING................................................................................................................................9
7.1MENTORINGCOMMUNICATION........................................................................................................9
7.2TIMEMANAGEMENT..........................................................................................................................9
7.3BOUNDARIES......................................................................................................................................9
APPENDIX1–SUGGESTEDMENTORINGAGREEMENT/GUIDELINE.........................................................11
APPENDIX2–IDEASFORDISCUSSION.....................................................................................................13
1
INTRODUCTIONTheTransportEngineersatMonash(TEM)committeehasputinitsbesteffortstooffercivil/transportengineeringstudentsapoolofmentors,withexperienceintransportengineeringandplanning.Exposuretotheexperiencesofprofessionalscanassistourmenteesinthetransitionfromstudytoemploymentwithinthesefields.SuchaninitiativewouldnotbepossiblewithoutthesupportofITEANZ,whohavepromotedthementoringschemewithitsmembersandhelpedinidentifyingsuitablementorsfortheprogram.Thereareseveralkindsofmentoringprograms.• Somearecentredbasedinworkplacesanddealwithhowanemployeecanadvancehisorher
careerwithinthecultureandbusinessprioritiesofabusiness/agency/institution.o Theseprogramsusuallybeginwithanintensivetrainingprocess,forbothmentorsand
mentees.o Thegoals,performanceindicatorsandactionsareoftenreflectedinindividualwork
performanceplans.o Ourmenteescanexpecttobesubjecttomanyofthoseprogramsastheircareersdevelop–
whetherinthepublicorprivatesectors.• Otherprogramsarefocussedontheindividualmenteeandroleofthementorasasupporting
adviserinaparticularphase(orphases)ofthementee’scareer.o Thesetypesofprogramsarelessformalandmoreorganicandoften,thebestmentorsare
thosethatofferempathyratherthanprofessionaldirection(althoughknowledgeoftheprofessionanditslinkswithothercareerpathsareaddedbonuses).
Mentoringisavoluntarytaskinwhichanolderorexperiencedindividualcontributestothetransitioningofayoungerorinexperiencedperson,intotheirrespectiveprofessionallife.Boththementorsandmenteeshavetheopportunitytolearnfromoneotheranddeveloplonglastingbonds.Thisprogramisalearningexperienceforboth,inwhichthecommitteehopes;willhelptodevelopmorejobreadygraduatesinthefuture.Thecommitteewouldliketoremindthementeesthatthisaveryvaluableopportunitytobeinvolvedin.Ourmentorsarejugglingallmentorshipcommitmentsontopoftheirrespectiveprofessionalwork,sopleasekeepanopenmindaboutopinionsandbeunderstandingofthebenefitsthatcanbederivedfromtheexperiencesofallmentors;shouldamenteenotbeallocatedher/hispreferredmentor,thecommitteeisconfidentthatthepoolwillprovideavaluablealternative.
2
KEYMENTORINGDATESFortheTEMITEMentoringProgram,theKeyMentoringDatesareasfollows:
TIMELINEFORMENTORINGPROGRAM:
EVENT TIMELINEMentoringInductionNight 16August2018MentorandMenteePreferenceFormsOpen
17August2018
MentorandMenteePreferenceFormsClose
20August2018
MentorsandMenteesMatched 23August2018ITEStudentLeadershipSummit 21September2018TEMLunchtimeTalk(Mentees) 4October2018WorkshopbyITE(Mentors) 25October2018CatchUpSession 28March2019Workshop May2019GraduationCeremony August2019
FortheIndividualMentee/MentorMeetings,itisrecommendedtoorganiseameetingonceamonth.
3
BENEFITSOFAMENTORINGPROGRAM
Somebenefitstothementorandmenteeareprovidedbelow:1.1BENEFITSTOMENTOR
Ø DevelopcommunicationandcounsellingskillsØ SatisfactionofhelpingotherindividualsmoveintotheirprofessionallivesØ Sponsorandintroduceher/hismenteetoprofessionalnetworksØ Anopportunitytoreflectonher/hisowncareergoals,experiencesandlessonslearnt
alongtheway.
1.2BENEFITSTOMENTEEØ Learnfromsomeonewhohasbeenthroughthestagesyouarecurrentlyinorwillbe
goingthroughØ Receiveprofessionalguidanceandsupportinconsideringthechangeandchallengesas
youmovefromacademiatoprofessionalworkenvironmentsØ DevelopyourcommunicationskillsØ GetusefultipsonjobhuntingØ Offersopportunitiestobeintroducedtoprofessionalnetworksfortransportengineers
andallieddisciplines.
4
ROLESANDRESPONSIBILITIESOFMENTORSANDMENTEESWhetheramentoringprogramdevelopsaroundastructuredframeworkorevolvesorganically,thereareanumberofprinciplesthatapplytoensurethatbothamentorandmenteehavearewardingexperience.
1. Goodmannersandrespectfulbehaviourtowardseachotherareessential.
2. Keepallconversationsconfidential.Thisisimportantinestablishingon-goingtrustbetweenmentorandmentee.
3. Beingontimetoscheduledmeetingsandadvisingofanychangesinplansassoonaspossible.
4. Avoidcancellingscheduledmeetingtimes,itdiscouragesboththementorandmenteeleadingtodisengagement.
5. MakeuseoftheTEMmentorcoordinatorandtheITEANZmentorcoordinatorifdifficultiesarise.
2.1MENTORRESPONSIBILITIESMentorsneedtobeawareoftheirresponsibilitiesforasmoothmentor-menteerelationship.Theyarelistedbelow.1. Beingasourceofinformation,moralsupportandprovidinginsighttothementee.
2. Itisimportanttobean“activelistener”byallowingbackandforthcommunicationtoflow.Itisquiteeasytofallintothetrapofnotlisteningtothementee.
3. Amenteemightnotalwaysfollowtheadviceofthementor.Insuchcases,itisimportantthatthementorrespectsthementee’schoicesanddoesnotbecomejudgemental.Thereisoftenmorethanonepathtosolvingaproblemandthementor’ssupportiscriticalinbuildingtrustforthelongterm.
4. Atthefirstmeeting,amentormustensurebothmentorandmenteeareworkingtowardsthecommongoal.Ausefultoolcanbeawrittenmentoringagreement.
2.2MENTEERESPONSIBILITIESMenteescangainsupport,knowledgeandmanyotherbenefitsprovidedtheystayengagedwiththeprogram.Responsibilitiesofthementeeinclude:
1. Atthefirstmeeting;workwithyourmentortoidentifythecommongoal2. Activelyengagewiththementortomakethemostoftherelationship.3. Takeresponsibilityforthedecisionsmadeandtheactionstobecompleted.4. Followthementoringpartnershipagreementwheneverpossibleandmaintain
confidentialityinthementoringrelationship.
2.3MENTORINGAGREEMENTSAMentoringAgreementcanbehelpful,particularlyformentorsormenteeswhohavebusyworkingorstudylives.Itallowsforboundariestobediscussedandgoalstoberecorded.Afewtipswhenestablishingthementoringagreement
5
1. Determinethelengthofrelationship,frequencyofmentoringsessions,confidentiality,rolesandresponsibilities.
2. Discussandclarifyexpectationsforbothparties.3. Discusswhenandwhereyouwillmeetandhowtocommunicate.4. Definethepurposeorgoalsoftherelationships.
Formentor-menteepairswhomaybeinterested,asampleagreementformhasbeenattachedtowardstheendofthisdocument.
6
THEMENTORINGCYCLETherearefourstageswhenmentoringorgettingmentored,thesestagesarelistedbelow.Oneormoreofthesestagesmaycoincidewithoneother.Knowingthesestagesmightguidethementor/menteethroughtheprogram.
PHASE1:INITIATION
Thisisthephasewhereonegetstostarttoknowabouttheotherperson,theirinterests,experiencesandcommitments.Whattodo:
• Talkaboutyourselves,yourinterests(bothprofessionalandsocial),somehighlightsandlessonslearnt.Learnabouteachotherandestablishempathy
• Clarifyyourvaluesandmotivationsasamentorormentee• Understandinghoweachotherlearnsandthinks(respondquicklyortakesometime)is
importanttoformagoodrelationship• Identifyingtheareaswherethementeewantsimprovement.Thiscouldinclude
personal/professionaldevelopment,skilldevelopment,academicguidanceetc• Determinebroadgoals.Thinkaboutgoals,suchas:
o Developingacareerentryplano Gainingandeeperunderstandingoftransportengineeringacrossallmodesandits
relationshipstoassociateddisciplines,suchastownandregionalplanning,localgovernmentadministrationandprojectapprovalanddeliveryprocesses,butalsotothebroadercommunityinterests
• Agreeonmeetingtimesandpreferredmethod/sofcommunication
DiscoveringyourMatchThereisaninductionprogramforallselectedmenteestoattendwhichprovidesthementeestheopportunitytoselectapreferredmentor.Eachmentorwouldgiveashortpresentationoutliningtheircareergoalsandexperiences.Amenteecanpreferamentoriftheircareerorlifeexperiencesmatchthementee’spersonalgoals.
RealisticExpectationsMenteesmustbeawarethattheirmentorsareeagertohelpandarefreelyvolunteeringtheirtimetohelpeachmenteetodevelopbothpersonallyandprofessionally.Askingmentorsabouttheircareerpathsandtheirexperiences,andhowtheyachievedtheir
InductionNight
CatchUpSession
GraduationCeremony
Workshops Workshops
7
goalswillprovideanawarenessoftherangeofissuesthatcaninfluenceamentee’scareeraswellasareasforfurtherdevelopment.
PHASE2:DEVELOPMENTThisisthestagewherelearninghappens,trustdevelops,andgoalsareactivelyworkedon.Whattodo:
• Specifyobjectivestoachieveproposedgoals,consideringtheSMARTprocessasaguide.
Ø S-Specific:Whatwillthegoalaccomplish?Howandwhywillitbeaccomplished?
Ø M-Measurable:Howwillyoumeasurewhetherthegoalhasbeenreached?Ø A-Achievable:Isitpossible?Willmeetingthegoalchallengeyou?Ø R-Relevant:Whydoyouwanttoachievethisgoal?Ø T-Time-bound:Doesthecompletiondatecreateapracticalsenseofurgency?
• ConsiderdevelopinganActionPlantoclearlysetoutexactlywhatyouwanttodoandhowyouwilldoit
• Undertakeactivitiestowardsachievingthegoalssetout
PHASE3:MATURITYThisisthestagewherelearninghaspeaked.Theobjectivesoftherelationshiphavebeensatisfied,andthementorbecomeslessinfluential.Whattodo:
• CompleteyourActionPlan.Checkthatalltheobjectivesareachievedoracknowledgethattheyarenot.
• Evaluatesuccessandsatisfaction.Itisimportanttoconsidershortcomingsasopportunitiesforgrowthinthefuture.
• Decidewhetheryoubothwishtoendorcontinuethementoringpartnership.
PHASE4:DISENGAGEMENTANDREDEFINITION
Thisisthestagewherethementee/mentormightfeelthatalltheobjectiveshavebeenachievedandmightthinkaboutendingtherelationship.Redefinitionoftherelationshiphappenswhenmentoringpartnersmightchoosetocontinuetomeetandworktogether.
8
MENTORSKILLSANDQUALITIESMentorsareindividualswhocouldhelpnewstudents“learntheropes”.Mentorscanbecomerolemodels,whohaveexhibitedbehaviour,skillsandstyleswhichthementeewishestoemulate.Mentorscanreflectonyourqualitiesandskills.Evenifyou’renotamentor,itishelpfultoknowwheretoimprove.Quality/Skill:
• Interpersonalskills-Howwellyoucanrelatetopeople• Communicationskills-Beingabletoclearlyexpressyourselfandlistentoandunderstand
others• Transportindustryknowledge-Informationyoucanshareaboutyourinvolvementwiththe
industry• Counsellingandadvisoryskills-Howwellyoucanguideandnurturepeople• Technicaladvice-Yourknowledgeandskillsinyourareaofexpertiseandhowthey
generallycontributetothetransportindustry• Willingnesstoprovideadvicetohelpsomeone’sgrowth• Reversementoring-Yourwillingnessandabilitytolearnfromamentee• Patienceandtolerance-Willingtounderstandone’sviewpointandaccepttheirpersonality• Leadership-Thequalitiesandskillsyouhaveandexhibit,thatmakeyoualeader
9
ISSUESINMENTORING7.1MENTORINGCOMMUNICATION
Choiceofwordsusedbyboththementor/menteeisveryimportantinsteeringtherelationship.Listeningisalsoveryimportant.Itiseasytogetlostinnarratingone’sexperiencesandsuggestions,andnotlistentotheother.Tryandavoidwordsthatcansometimesnotbewellreceivedbytheother
• Right/wrong.• Agree/disagree.• Believe/notbelieve.• Like/notlike.• Good/bad.• Insteaduse‘GenerousListening’andaskgreatquestions
Suchas…• Whatarethepossibilitieshere...• Howcouldwemakethishappen…• Howcouldwemakeadifference…• Isthereanotherwayofconsideringthis...
Thiscanbeharder,sinceaconsciouseffortneedstobemadetolistenandreactthoughtfully,butitwillultimatelyincreasethementee’slearningandmentoringexperience.Amentee’sconfidenceandmotivationcanbeenhancedthrougheffectivecommunication,forexample,bypraisingachievementsandhelpingtosetmeasurablegoalsandsteps.Providingcriticisminasensitivemannercanalsoreinforcethesefeelingsofconfidenceandmotivation.Itisimportant,however,togivehonestfeedbackbutremembertobeconsiderateofhowtheothermightfeel.
7.2TIMEMANAGEMENTTimemanagementisoneofthebiggestissuesformenteesandmentors.Sinceitisaone-on-onemeeting,itcanbetemptingtocancel.Ifamentor/menteeconsistentlycancelstheirmeetings,itcanmaketheotherpartyfeelundervaluedornotrespected.Poortimemanagementcanalsomakementors/menteefeelstressedandmakethemlesseffectiveatmentoring.Workingontimemanagementandprioritisationskillswillhelpbothpartiesgetthemostoutofyourpartnership.
7.3BOUNDARIESAlthoughthereawiderangeofmentoringrelationships,amentorisgenerallymoreseniororolderthanthementee.Assuch,mentorstendtohavemoreauthorityandinfluence,makingitimportanttomaintainappropriateboundaries,particularlywherethementorandmenteearewithinthesameorganisation.Asthisprogramisfocussedonthetransitionfromstudytoprofessionallife,mentorsandmenteesshouldbehaveinabusiness-likemannerasiftheywereinabusiness-orientatedenvironment.Somesocialbehavioursmaybeinappropriate,dependingontherelationship,includinghugging;handshakesareencouragedasgoodmannersinabusinessenvironment.
10
CONTACTDETAILSIfyouhaveanyissuesorsuggestionstoraiseinregardstotheMentoringProgram,pleasedonothesitatetocontactTEMorITE:TEMMonashJeyashivrajParthibantem.monash@gmail.comITEMarianneRichardsm.r.richards@optusnet.com.au
11
APPENDIX1–SUGGESTEDMENTORINGAGREEMENT/GUIDELINE
Topic Meeting number Date and time
Mentor’s experience and career progression – Career story to date – Day-to-day work schedule – Training and further study – Feedback and possible changes – Work changes over time – Work-life balance – Long-term goals – Key challenges – Motivations
Career opportunities – Employers’ expectations of graduates in this field – Remuneration in the field compared with other fields/careers – Further training to advance career options – Required knowledge and skills as a graduate in your field – Personal strengths compared with those required for your field
Securing a job – Most effective strategies for gaining employment in your field – Jobs in your field – Finding jobs that are not advertised – Optimising the content, formatting and presentation of a resume and cover letter – Best way to approach prospective employers – Typical format for an interview
On the job – Structure of a specific organisation – Organisational culture – Particular ways of doing things within an organisation – Ways of conveying an organisation’s goals and objectives to staff – Description of a typical day or week on your mentor’s job – Your mentor’s likes or dislikes about his or her work – Main misconceptions people have about your mentor’s work or role – Managing office politics
12
Topic Meeting number Date and time
Career development / professional development – Career goal setting – Additional skills required for career progression – Professional associations to join – Networking opportunities and professional network development – Journals or other publications to read – Professional development opportunities – Volunteering opportunities
Issues in the field – Present changes and future trends – Current and projected employment opportunities – Technology and transformations in your field
Other topics (as agreed upon)
We acknowledge each other’s rights and responsibilities and agree to maintain confidentiality of all information and opinions that are discussed as part of the mentoring relationship. Information will only be shared with the express permission of the other party.
Mentor Mentee
Full name Full name
Signature Signature
Date Date
13
APPENDIX2–IDEASFORDISCUSSION Possible Discussion Topics It can be difficult knowing what to discuss with your mentor / mentee. Below are some suggestions of topics and possible questions. Discussing your mentor’s experience • Careerpathways• Biggestlessonslearnt• Whatemployersreallywant• Biggestchallenges• Jobinterviewsuccessesandfailures• Networking• Worklifebalance• Whatreallymatters• Governmentversusprivateemployment• Pathways,choicesandcareerprogression• Skills&personalqualitiesthatenablethis Sample Questions: • How/whydidyoudecidetopursuethecareerinwhichyouareworking?• Howdidyoubecomeinterestedinthisfield?• Whattraining/educationhaveyouhad?Howdidithelpprepareyouforyourcareer?• Describeyourcareerpath.Whathavebeenthemajormilestones?Howdideachjobleadyouto
yournextposition?• Ifyoucouldstartalloveragain,wouldyouchangeyourcareerpathinanyway?Why?• Wheredoyouseeyourselfgoingfromhere?• Whohasinspiredyouandmentoredyouinyourcareerandhow?• Whatinspiresyouatwork?• Whatareyourmainprojectsandresponsibilities?• Whichcriteriawouldyourecommendforevaluatingemployers?• Whatareyourstrengthsandhowhavetheseinfluencedyourcareerprogression?• Whatskillsdoyouusedaily?• Whatwerethekeystoyourcareeradvancement?Howdidyougetwhereyouareandwhatare
yourlong-rangegoals?• Consideringallthepeopleyou'vemetinyourlineofwork,whatpersonalattributesareessentialfor
success?• Howdoyouapproachsituationsandscenariosatworkthatyouhaven’tencounteredbefore?• Whatsortsoftrainingandlearningexperienceshaveyouhadthroughoutyourcareer?• Howdoesyourorganisationsupportyourcareerdevelopment?• Arethereanyprofessionalresourcesyoucanrecommendassistingmetogainfurtherinsight?
Books,blogs,news,websitesetc.• Whatbooks,people,experienceshaveinfluencedyourideasandthoughtsthemost?
Recommended