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Pd Mentoring Resource

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  • What a great presetantion guys!
    Arlette Santibañez
    Aiesec Universidad Católica. Perú

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Pd Mentoring Resource Pd Mentoring Resource Presentation Transcript

  • NTMS
    HR Flow:
    ‘Mentoring’
  • Session Outline
    What and Why of Mentoring
    Role of Mentoring in AIESEC Experience
    Who Should Be the Mentors and Mentees
    How to Use the Mentor
    Evaluating Mentorships
    Norway’s Strategy for Mentorship
  • Mentoring
    Individual Discovery and Reflection
    Learning Circles
    T
    Team Experiences
    Conferences and Seminars
    Virtual Spaces; forums, blogs and resource sharing
    Learning Environment
  • What is Mentoring?
    Mentoring is a one-to-one relationship in which an experienced person (mentor) provides advice, support and encouragement to a less experienced person (mentee).
    The goal is for the mentee to find their own path for development and growth, to realise their full potential.
  • Mentoring is a lot like love…
  • What is Mentoring NOT?
  • Purpose
  • Benefits to Mentee
    Increased self-awareness from feedback
    New perspectives
    Challenge personally and professionally
    Open and safe forum for discussion
    Learn from a role model
    Greater understanding of AIESEC and opportunities
    Networking opportunities
  • Benefits to Mentor
    Increase own self-awareness
    Satisfaction from developing others
    Behave, influence and lead others
    Learning experience and fresh ideas from individual’s feedback and insight
  • Mentoring/LoveRule #1
    Like all good relationships, both parties should get something out of it and help each other grow
  • Where Does It Fit into AIESEC XP?
    @XP Principles
    Take an active role in your learning and the learning of others
    Meta-cognition and regular personal reflection
    Increase practical and theoretical knowledge
    Create a network of contacts
  • Where Does It Fit into AIESEC XP?
    Introduction to AIESEC
    Personally ‘connect’ to AIESEC – understand how their work contributes to AIESEC vision and own development
    Join the learning culture of AIESEC
  • Where Does It Fit into AIESEC XP?
    Taking Responsibility
    Choose responsibilities according to skills desired
    Face challenges when accomplishing a task
    Increase generic skills to aid in core work
    Offer insight on understanding different working styles
  • Where Does It Fit into AIESEC XP?
    Leadership Experience
    Develop strategic thinking and decision making
    Deal with difficult situations esp team leadership
    Resolve some frustrations
    Review the mentee’s strategic plans
  • Where Does It Fit into AIESEC XP?
    Working Abroad
    Find out what they to get from internship experience
    Deal with cultural shock and keep an open mind
  • Where Does It Fit into AIESEC XP?
    Heading for the Future
    Make the transition to a non-AIESEC life smoother
    Link what has been learnt as a whole in AIESEC to career
    Strengthen the network of AIESEC in the country
    Mentee can become a mentor
  • What is the Goal of AIESEC Mentoring?
    Mentee reflects on experiences in AIESEC
    Mentee can link AIESEC to personal interest and goals
    Mentee stays longer in AIESEC
    Mentee is satisfied with the learning experience
  • Who Should Be Our
    Mentors & Mentees?
  • Who Should Mentor Who?
  • But Who Exactly Should Mentor?
    Alumni: The more recent the better
    AIESEC Externals:
    - TN takers
    - Learning partners
    - Speakers from conferences
    - Board of Advisor members
    Non-AIESEC Externals:
    - University professors
    - Family friends in corporate/government sector
  • Mentoring/LoveRule #2
    People should find their own mentors…
    You ‘giving’ someone a mentor is like you throwing a boy I’ve never met at me and saying, “Here! This guy is your boyfriend for the next six months!”
  • Criteria for Good Mentors
    Experience: Have been in the mentee’s ‘shoes’ before
    Perspective: Can share relevant viewpoints
    Distance: Mentor has no direct influence on the mentee’s role (ie, your team leader cannot be your mentor)
    Sufficient time commitment
  • Discussion
    Who of your experienced members and alumni might make good mentors?
    Why?
    In what areas could they be useful?
  • Using a
    Mentor
  • How Do I Get a Mentor?
    ‘Warm leads’ are best:
    - Ask people you know
    - Or get referrals from them
    If ‘cold calling’:
    - Do research and have target organisation in mind
    - Enquire via HR co-ordinator
    Openly say you are seeking a mentor and your goals… it will help them refer you onto the most appropriate person
  • Mentoring/LoveRule #3
    Meeting someone through friends is much nicer than a blind date
  • Expectations of Mentorship
  • Expectations of Mentee
    Be influenced by the person not their position
    Accept responsibility for your own development
    Identify development needs
    Share feedback received with peers/leaders
    Respect your mentor’s busy schedule
    Understand that YOU are the driver of the relationship
  • Expectations of Mentor
    Be aware of your ‘power’ and that it may influence how mentee approaches you
    Provide advice but recognise it might not be followed
    Act as a role model
    Share experiences and stories
    Provide honest feedback
  • Do Not Expect…
    Mentor to give feedback about you to your peers/leaders
    The relationship to continue after the agreed time period
    Introductions to other people
    Help on personal problems
    Promotion or compensation
  • Stages of Mentor Relationship
    1. Mentor/mentee become acquainted
    2. Mentor/mentee clarify goals/ expectations
    3. Needs are fulfilled as personal and professional development occurs
    4. Mentorship ends and relationship re-defined as colleagues and/or peers
  • Mentoring/LoveRule #4
    Just like relationships, in a mentorship you’ll get to know each other, have a ‘talk’ about where the mentorship is going, fufill your needs, and either move on or make it last!
  • Before the First Meeting…
    Consider your goals for the mentorship (and to LCVPHR)
    Consider level of commitment (time, energy, communication) you can give
    Consider level of commitment you expect from the other person
    Send each other short biographies or CV
  • The First Meeting…
    Get to know each other (setting should be social)
    Share goals and expectations
    Decide form and frequency of contact
    Establish kind of support the mentee needs
    The roles with which the mentor feels comfortable
    - Counsellor, role model, resource, etc
    - Professional/personal/AIESEC issues
    Date, action points and agenda for the next meeting
  • Ongoing Meetings…
    Discuss action points from previous meeting
    Look at what was achieved
    Discuss issues/successes that have arisen since previous meeting and how to address them
    Set goals for next meeting
    Clarify how these fit into AIESEC/life plan
    Set agenda and time/date for next meeting
  • Topics for Ongoing Meetings
    Problem solving
    Analysing strengths and weaknesses
    Reviewing personal goal setting plans
    Reviewing functional plans
    Discussing industry trends
  • Form and Frequency
    These should be decided by each mentorship pair
    Average one hour contact per month
    More contact in first two months (to build bonds and trust)
    In person most productive but also phone, IM and email
  • Discussion
    Could you yourself benefit from a mentor?
    What kind of mentor would suit you?
    What would be your goals for this mentorship?
  • Evaluation
  • What to Review
    How many times have you met? In person/by telephone?
    Do you feel comfortable with the current
    Level of trust between
    Progress made in building relationship
    Support to your goals
    Direction for next 6 months
    Do you require additional support in getting the most out of your mentorship?
  • How to Review
    Mentor/mentee evaluate in one of their meetings
    VPHR evaluation with mentee (or mentor)
    - Short survey
    - Casual chat
    All mentees together (or all mentors and mentees)
    Results go to VPHR who keeps written record
  • When to Review
    Evaluation important early in the relationship
    Evaluate with the mentee one month into the mentorship to check contact has been made and expectations communicated
    Also helpful at 3 and 6 months into it to check progress
  • Mentoring/LoveRule #5
    Painful though it can be, you should regularly check on the health of the relationship
    You always talk to your friends about how you think the relationship is going
  • Questions?