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Mentorship program for graduate trainees by Donth Yau
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Mentorship program for graduate trainees by Donth Yau

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Mentorship program for graduate trainees by Donth Yau Mentorship program for graduate trainees by Donth Yau Presentation Transcript

  • Mentorship Programfor Graduate Trainees ( Prepared by Donth Y 1
  • What is a mentor?  A trusted friend  Counselor or teacher  A more experienced person New comers are paired with more experienced people in order to obtain good examples and advices as they advance.Today, mentors provide their expertise to less experienced individuals in order to help them advance their careers, enhance their learning and development, and build their network. 2
  • Why a mentor is needed?1. Develop high-potential employees2. Improve employee productivity and performance3. Increase employees’ comfort with and understanding of company procedures and culture4. Promote diversity 3
  • Mentors Do’s and Don’ts DO:  DON’T Review your Mentees Biographies to learn  Criticize. more about his/her interests and background.  Try to solve the mentees problems. Send your Biographies to your mentee so that  Try to give advice on everything. he/she can learn more about your interests and background.  Encourage mentee to be totally dependent upon you. Take responsibility to initiate the relationship.  Complain about your own problems. Foster creativity and independence.  Be too busy when the mentee needs your Set aside time for the mentoring process and friendship or your support. keep all appointments.  Take responsibility for the mentees programs or Display professional behavior and dress. duties. Schedule meetings with planned topics. Be positive, enthusiastic and supportive. Be a good listener. Establish open and honest communication and a forum for idea exchange. Maintain confidentiality. If something concerning the mentor or mentee needs to be discussed with others, it should first be discussed within the mentoring relationship. Be flexible on meeting times and places. Offer to share resources, expertise and experiences. Provide opportunities for the mentee to talk about concerns and ask questions. Invite the mentee to meetings or activities, as appropriate. Arrange further frequent contacts through telephone, e-mail, fax, face-to-face, etc., as appropriate. 4
  • Role and Responsibility of Mentor Assist Graduate Trainee (GT) in developing his/her professional career Encourage GT’s professional behavior Explain how the organization works to GT Help GT build self-confidence Discuss and resolve issues that may hinder the learning and development of GTs Listen to GT’s personal problems Offer GT challenging ideas Offer GT encouragement Share critical knowledge with GT Teach GT by providing a good example Monthly meeting with GTs, discussing on their progress of learning, based on the feedback from DHs and the self reflection from GTs. Assess GT’s attitude (Using the form “GT-02, Assessment Sheet_DH”) on a quarterly basis Evaluate the learning result and discuss with TM and L&D on the necessary adjustment of the program 5
  • Building Mentoring Relationships - 1 Respect Schedule a time to meet with your GT to discuss the importance of mutual respect. Openly discuss with your GT your observation of his/her performance. 6
  • Building Mentoring Relationships - 2 Responsiveness Review if your requests are important or merely urgent. Ask your GT to help you schedule meetings that are more conducive to both of you. Prioritize requests so that your most important needs are met. 7
  • Building Mentoring Relationships - 3 Accountability Ask your GT what s/he expects from you and see if you both have the same understanding. Help your GT understand your needs and perceptions. Provide your GT with more specific feedback on his/her performance. Help your GT determine more measurable areas of performance. 8
  • GROW Model Starts with Performance Goal Ends with a Process Goal Performance is What you do GROW Process is How you achieve it G: Goal R: Reality O: Options W: Will 9
  • GROW Model:Goal Help GT clarify their Goal Picture in their mind Narrow the focus Easier for GT to find the first step(s) which they believe realistic and achievable 10
  • GROW Model:Reality Effective Question helps GT to raise their awareness of their situation Allow GT’s view of Reality to become clearer Avoid imposing the Mentor’s own perspective 11
  • GROW Model:Options Encourage creative, divergent thinking, release flair, challenge mindsets and assumption about boundaries Write everything down All ideas are captured Explore the costs and benefits 12
  • GROW Model:Will Raise responsibility through questions Explore the situation Generate commitment 13
  • Bio of Donth Yau  Over ten years of external and internal consulting experience in Human Resources, Training and technology, Donth is proficient in identifying organizational and people development needs and experienced in providing holistic and boutique solutions in corporate and talent management, team dynamics, leadership and management soft skills.  Donth holds a Master of Science degree in Strategic Human Resources Management and a Postgraduate Diploma of Human Resources Management in HongEmail: Kong Baptist University. He obtained Graduationdonth.yau@gmail.com Academic Award 2008 and The Most Feasible Project Award 2011. He graduated from Hong Kong UniversityMobile (+852):93027186 of Science and Technology for the Bachelors Degree.  He is also an accredited administrator of MBTI® and Certified Behavioural Consultant of The Institute for Motivational Living, USA.