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Explains the role of the mentor and protege and steps in the mentoring process
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Outline:
Part I: Setting the Stage
Mentoring Mission Objectives (Mentoring Relationship & Program)
Definitions Mentor and Protégé 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 togrow our own internal talent
by providing the participants with leadership challenges and developmental
opportunities.
Since this is a pilot program, participants will also be helping to create and shape a tool that can benefit a
wider 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 of developing human resources about guiding others in their personal quest for growth through
learning a stimulating journey of self-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 for encouraging human growth
What is Mentoring?
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What is a Protégé?
A Protégé is the recipient of the Mentor’s guidance and must be committed to expanding his/her capabilities, be open and receptive to new ways of learning, 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?
A Mentor is a learning leader who facilitates the learning process for a Protégé:
Promotes intentional learning through multi-channels: transformational learning, beyond the day to day• Coaching, insights, sharing own experiences (anecdotes and personal
scenarios), guidance, modeling, stimulates individual growth, encourages thought provoking opportunities that help develop a personal vision, helps protégé identify his personal winning strategy, elicits high commitment to personal change and development
• Opens doors to learning opportunities when possible and appropriate
Provides Protégé exposure to broad networks
Provides a broader view (than the Manager) thus creating a path for the future of the protégé.
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What is the Mentor’s Responsibility?
Mentor’s Responsibility:• Career support by 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 protégé on the right track to avoid aimless detours
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Protégé Responsibilities:
Be committed to expanding his/her capabilities
Be open and receptive to new ways of learning
Be open to feedback
Have a sense of personal 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 Protégé Manager’s Role?
A Manager supports the Protégé / Mentee’s 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? Protégés and Mentors may meet twice a month, or a minimum once a
month
How do we work together? Proteges and Mentors review the Protégé’s needs assessment and
establish goals for career development. Resources are available on the Mentoring Website to guide conversations
and development opportunities Proteges work on the development actions and check in with Mentor for
coaching 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 of Mentoring Relationships
Job Challenges&
Business Related Issues
Special Projects
Gain New Insight and
Experience
Career Development
Types of Mentoring Discussions
Types of Sub-Mentors
Individual Development
Senior Leaders
Peers SubjectMatter 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 Protégé first meeting: get acquainted and
complete Mentor / Protégé contract
Step 6. Mentor and Protégé 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 to
register. The Program Adminstrator will send you the link.
Enter the homepage of the Mentoring Program: sign-in as a new user and complete the registration. Ensure you remember your password
Once the Administrator approves you, you will receive an email directing you to take the self-assessment. Enter the Mentoring Program homepage again 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 for development• 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
First Meeting:
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 Protégé 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 and
aligned
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Step 5. Meetings
On-Going Meetings
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
Protégé and Mentors 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 & Protégé• Benefits of Mentoring• Mentoring Process Overview• Mentoring Styles• Meeting Agenda• Mentor / Protégé Contract• Identify Challenge• Brainstorming• Action Planning Template• Feedback Review
Mentor• Mentor Discussion
Guidelines• Communicating with your
Protégé• Mentor Roles & Resp
Protégé• Protégé Roles & Resp• Writing S.M.A.R.T. Goals• Protégé Devp Plan• Development Resources
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Program Flexibility
Mandatory: Register Complete Self-Assessment (Protégé) Identify Strengths/Development Attend Mentor/Protégé 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!
www.hrtalentpro.com
