03 _ How to be a Mentor by Aiesec Colombia (Learning Strategy, 2002)

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03 _ How to be a Mentor by Aiesec Colombia (Learning Strategy, 2002)
por Andres Velasquez y Santiago Uribe

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03 _ How to be a Mentor by Aiesec Colombia (Learning Strategy, 2002)

  1. 1. 03 HOW TO BE A MENTOR[Using Your AIESEC Experience to make other AIESECers Grow]
  2. 2. What Are the Contents of this guide?1. Introducing the Guide flow (how are we going to work?)2. What is a Mentor?3. What does a Mentor do? 1. Activities 2. Be creative!!!4. How do you select your LC mentors? (how do you become one as well)5. Scenarios: 1. Not enough people? 2. Too many people? 3. Who is mentoring my mentors?
  3. 3. While making this presentation, we discovered an unusualcharacteristic in all AIESEC PPTs, if you are not interested in a silly story, please move to slide 24 by clicking here…. If you are in the mood.. Go on!!!
  4. 4. Here we go With the Presentation!!!
  5. 5. In order to make this presentation a little bit more pleasant, we did a little casting so we can get an electronic character to guide youthrough the presentation...here’s the 5 runners up...
  6. 6. Little Jimmy Gonzalez!!! Age 12. Interests: Going to school and stealing his best friend lunch.You Might Have seen him in the Strategies into Action PPT at IC 2002!
  7. 7. Asdrubal Mckensie!!! Age 43. Interests: Getting Bunnies out of his laptop.You Might Have seen him at the Polish preparation seminar in 1998.
  8. 8. Robert Avendaño!!!Age 36. Interests: Eating Bunnies from his laptop at lunch.You Might Have seen him in the CWPDT PPT for newies in 2001
  9. 9. Clarko Kente!!!Age 32. Interests: Savingthe world before bedtime.You Might Have seen him at theAIESEC introduction Seminar in Venezuela 1997
  10. 10. Robeiro Smith!!! Age 145. Interests:Appearing in every Darn PPT since 1985 You Might Have seen him … EVERYWHERE!!!
  11. 11. AND The winner IS!!!!ROBEIRO!!!
  12. 12. Robeiro Will Guide us through the presentation We will have a lot of fun Working Together!!!!
  13. 13. WHAT IS A MENTOR?• Mentor is, as my grandfather said once. A person that will develop you assets… no, actually I believe that a mentor is a person…
  14. 14. ????
  15. 15. Who are You?
  16. 16. I’m a better version ofyou, I came to replace you
  17. 17. Yeah..Sure… bye mister!!!
  18. 18. I’m the only one that can act in ALL AIESEC’s presentations!!!
  19. 19. LEAVE!!!!
  20. 20. ?
  21. 21. • It is better of this way… Lest get on with the SHOW!!!
  22. 22. WHAT IS AMENTOR?
  23. 23. MENTORINGSometimes you feel alone in the organization…Sometimes you need someone to share your dreams with, to help you figuring a way out on how to get there.Most of us Stay in the organization because we find a person that help us doing that (Even without knowing it..
  24. 24. MENTORINGBut mentoring is more structured.Is more than just moments of chitchat, is a way of making people grow in the organization, feel connected with the philosophy, and draw a line to where we want to get. ‘Structured AIESEC friendship I might say’
  25. 25. WHAT IS A MENTOR?• A mentor is a person. That’s the basic stuff. Defining what a mentor is has become a big issue for us at AIESEC in Colombia. Here is our try:• Mentor is a Person that follows and helps an AIESEC member get on and grow in his-her AIESEC Career. A person that will make the person he-she is in charge of, go further than he has gotten into (in AIESEC).
  26. 26. WHAT IS A MENTOR?• Mentors keep track of a member career, they can be members as well, but older than the person they are mentoring• The mentor is a concrete referral for the member when he or she is planning his- her AIESEC Career.
  27. 27. WHAT DOESA MENTOR DO?
  28. 28. WHAT DOES A MENTOR DO?• Mentoring is actually really easy, just try to teach what you have already learned: – Help the protégé (we will call the member that is being mentored a protégé from now on) build hi-her own vision of the world and what he-she wants to achieve while being in AIESEC. – Encourage your protégé to build an AIESEC Career plan (Using the Mandala planning module, of course)
  29. 29. WHAT DOES A MENTOR DO?• Always be available for the protégé, answer questions, recommend and help taking some decisions.• Challenge the protégé, encourage him-her to build his-her own opinions on different issues.• Support the protégé on any initiatives, ideas the he-she is willing to develop.
  30. 30. HOW CAN I MAKE THIS HAPPEN? There is a big set of activities that you can do in order to achieve your goals as a Mentor. The main goal is to keep your protégé in AIESEC achieving results in all the AIESEC Aspects possible. What kind of activities can you do?
  31. 31. ACTIVITIES• Meet with your protégé in order to set expectations and the way you should communicate. You must agree with your protégé on what are the key issues to work on and the concrete next steps on your relation.
  32. 32. ACTIVITIES• From time to time you can meet with your protégé to talk about different issues, over a beer can be a good idea, you can tell stories about your AIESEC Time and de decisions you took over the time, that would help your protégé to be more conscious of his time in the organization.• Each time you meet with your protégé set up your expectations for the meeting: what do you want to achieve?
  33. 33. ACTIVITIES• There are tons of activities: here is a flow of activities you can do with your protégé, the way to do the activity is open for you, but you can have meetings with this issues, enjoy 
  34. 34. ACTIVITIES VALUES,COMPETENCESAND ATTITUDES We will now work on a set of issuesGOAL SETTING, related to one of DREAMS AND these three topics, EVALUATION. you will build your activities based on that. PERSONALREFLECTION.
  35. 35. VALUES, COMPETENCES AND ATTITUDES• Talk with your protégé about this issues, have meetings around: –Defining your Values –Get consciousness on your competences and Learning Needs (Do a personal SWOT) –Attitudes: how are you going to act towards some issues? Use Mandala Planning to set all this expectations and Learning needs.
  36. 36. GOAL SETTING, DREAMS AND EVALUATION.• Talk with your protégé about this issues, have meetings around: – What are your Dreams? What are the goals you want to achieve in the organization? – Where are you now? Where do you want to get in the near future? What is the vision of you in the long term? – Evaluate where you are at each time, what do you need to do to achieve your goals? Use The Mandala In this block of meetings!! It is quite important!
  37. 37. PERSONAL REFLECTION.• Talk with your protégé about this issues, have meetings around: – What have you learned and achieved so far? – How do you feel in the whole process? – What do you want to re-plan? – What new steps do you want to take? Mandala is essential here!!!
  38. 38. COOL SESSIONS BROTHER!!!Now, is there a way of making my mentoring process a little distinctive?Yep, actually we suggest to make it very specific and concrete with every protégé you work with, really have a unique experience with them!!!
  39. 39. BE CREATIVE!!!• Don’t make your meetings to formal, Mentoring process is closer to a friendship process than a boss-employee process.• Meet in different places, over a beer, somewhere away from the office• Note: Mentoring is not a love Affair  but you should get close to your protégé.
  40. 40. BE CREATIVE!!!• Talk about different issues when you meet, get to the point of the meeting but also discuss some other issues (world issues for example) the mentor is a source of Learning as well.• If you are mentoring more than one person, do group meetings from time to time, a tea meeting for example to talk about world issues.
  41. 41. ACTIVITIESThere are zillions of ways to do mentoring, the most important thing is the achievements, if you ensure personal, AIESEC and professional growth of the person you are working with, then you have done a good job.
  42. 42. SELECTING YOUR LCMENTORS
  43. 43. SELECTING YOUR LC MENTORS• Selecting your mentors Is not a very complicated process.• First you have to do a Mentor-to-be research: – Look for recent Alumni – Members that have more than 2 years in the organization – Trainees. – Reintegration SNs
  44. 44. SELECTING YOUR LC MENTORS• Have a Mentor-to-be meeting, ask all the people you have found to meet, then present them the mentor program, tell them the reason why you would like to have them as mentors for your LC members.• Use the CWPDT Mentor guide to concretely explain the steps and responsibilities of mentoring (you can find it in the Global Organizational Change Community  and Global X Community.)
  45. 45. SELECTING YOUR LC MENTORS• Have an LC meeting presenting the mentors and do an activity where the mentors get to know better your mentors, allow the mentoring process to be established freely, not imposed.• Set Mentoring pairs and mentoring groups depending of the amount of members and mentors)
  46. 46. SELECTING YOUR LC MENTORS• Only pick as mentors people that are willing to give more time into this process, don’t put people just because they look cool but don’t really have the time (the president of the company, the teacher that has classes all day, ETC)• Encourage being a Mentor as a part of your AIESEC Individual Learning process (make them write it down in their Mandala and then get prepared on it.
  47. 47. HOW DO YOU BECOME A MENTOR?• Becoming mentor is not a difficult process, just take into your mind this little issues, if you follow them ,you can call your self a Mentor.
  48. 48. BECOMING A MENTORDO YOU HAVE BEING A HAVE YOU MET WITH MENTOR IN YOUR YOUR LC EB IN ORDER MANDALA PLAN? TO KNOW THE AVAILABILITY OF THEHAVE YOU BEEN IN THE MENTOR PROGRAM IN ORGANISATION FOR THE LC? MORE THAN 2 YEARS OR ARE YOU A HAVE YOUMET THE LC INCOMMING TRAINEE PEOPLE, FOUND OUT OR REINTEGRATION WHAT ARE THEIR SN? INTERESTS?
  49. 49. BECOMING A MENTOR HAVE YOU TALKED WITH AN LC MEMBER AND LISTENED TO HIS-HER QUESTIONS?HAVE YOU TALKED WITH AN LC MEMBER, TRAINEE OR SN ABOUT BEING HIS-HER MENTOR? ARE YOU MENTORING RIGHT NOW? DO YOU HAVE A PROTÉGÉ?
  50. 50. ESCENARIOS
  51. 51. I DON’T HAVE ENOUGH MENTORS• Not having enough mentors is not a big problem, here are some tips on what to do: – Ask the group of mentors you have to mentor a group meetings and pick a group of members with similar background. – Encourage all your members to become mentors, also your SNs and Trainees. Your members won’t become mentors immediately, but in the long term you will have a bigger pool of mentors
  52. 52. I have too many mentors• If having to few mentors was a problem, then having too many should be heaven, but don’t feel like in a carnival! Just assign one mentor per member, SN or trainee, don’t put two mentors or more per person. It is confusing.• Mentors can wait, when you have more members, assign them.
  53. 53. Who is Mentoring My Mentors?• Your mentors can have their own mentors as well, it depends on the learning interests they have: – If is Alumnus, you can get another alumni to help him-her out. – Make sure that all your SNs and Trainees are being mentored (and they can be a mentor as well) – Your Old members that are active need to be mentored as well!!!
  54. 54. Mentoring is oneof the best ways to implementLearning in your LC
  55. 55. You just need to find the people, trainthem and meet the LC
  56. 56. Have fun With yourMentoring, see you inthe next presentation:How to manage your LC learning Information.
  57. 57. BYE!!!

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