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.
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
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?
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 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?
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