Mentoring101

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Deb Lockwood presented this progression session at the STC Summit in May 2012. (See stc.org.)

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Mentoring101

  1. 1. MENTORING 101Other Duties as Assigned By Manager Speaker: Deb Lockwood Date: May 22, 2012
  2. 2. Agenda• Answer the question: “What is mentoring?”• Discuss what mentoring is not• Outline the steps to successful mentoring 1. Match the mentor and protégé 2. Determine the goal 3. Establish the rules 4. Layout the timeline 5. Plan for next steps• Share our stories
  3. 3. Speaker • Deb Lockwood • STC Fellow • Member of STC’s Rocky Mountain Chapter and CIC SIG • Senior writer at OpenTV in Denver, CO • http://www.linkedin.com/in/deblockwood • deborah.lockwood@comcast.net
  4. 4. What mentoring is• A mentor is a wise and trusted friend, counselor, or teacher• Mentoring is a relationship; a joint commitment between a protégé and mentor• Used to • Onboard new employees • Advance someone’s career • Discuss ideas or plans • Build networks • Discover resources • Work through issues
  5. 5. What mentoring is not• Professional counseling (in most cases)• A life-long commitment (not necessarily)• A drain on your time or wallet
  6. 6. Step 1: Match mentor and protégé• Find commonalities, which might include • Personality • Field of work • Previous experiences • Education• One mentor+protégé set might not be a good match• However, some differences can foster creative thinking• Both parties must commit to the relationship
  7. 7. Step 2: Determine the goal• Determine why the protégé needs a mentor and discuss what needs to be accomplished • Learn a job • Discover resources • Gain insights • Ask opinions • Obtain a subject matter expert review• Draft a written goal• Agree on how you will know when you have reached the end goal
  8. 8. Step 3: Establish the rules• Mutually agree upon the • Time of day for communications (e.g., no questions before 8:00 AM) • Preference for methods of communication (e.g., (1) face-to- face, (2) e-mail, (3) text) • Expectations for responses to communication (e.g., e-mails within 24 hours)• Insist on respect for one other’s competing time commitments
  9. 9. Step 4: Layout the timeline• Determine the protégé’s expectations • Examples • One 1-hour question/answer meeting • Weekly phone conversations • Once a month review of work• Determine how much time you can devote and stick to it • Be realistic • Only commit time you can afford to spend • Watch out for scope creep• Agree on a firm end date or trigger (e.g., review a first draft and return comments)
  10. 10. Step 5: Plan the next steps• Decide what will happen after the first meeting. • Examples: • Nothing, because one meeting was all that was needed. • Review a document/resume/portfolio. • Ask for ongoing advice (scheduled or intermittent). • Schedule ongoing meetings (e.g., accountability partner). • Assign tasks and due dates.• Clarify to whom and how often you will report progress?• Plan for an “ending” event (e.g., present a certificate, go to a celebratory lunch).
  11. 11. 5 Steps to Successful Mentoring1. Match the mentor and protégé2. Determine the goal3. Establish the rules4. Layout the timeline5. Plan the next steps
  12. 12. Discussion: Share our stories• What mentoring relationships have you had?• What techniques have worked?• What techniques have failed?• How does your organization handle mentoring?• Do you have other useful tips or advice?

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