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Developing Your Employee: FBI Style The Successful FBI Lab Employee Knowledge of Lab Processes Skills in Science Personal Traits Organizational and environmental factors Personal characteristics, family background, education, work experience, lifestyle, motivation, and so forth Skill levels at performing Job activities Aptitude like native ability and enduring traits relevant to the performance of the job Role perceptions of job demands & expectations of role partners FBI roles, culture, and organization
Mentoring is a personal enhancement strategy through which one person facilitates the development of another by sharing known resources, expertise, values, skills, perspectives, attitudes and proficiencies.
Mentee sets 1-3 developmental goals during mentorship
Read through Mentoring Guidebook
Complete required forms and turn in
Preparing for Mentoring
Personal Information Fact Sheet Personal Information Fact Sheet All personal information is confidential Personal contact information: Full name: Name you like to be called: Office Address: Day phone: Eve phone: E-mail address: Employment & Education Information: Current position at FBI: How long have you had this position? Education (degree) : FBI Leadership programs you have attended: Which of the following assessments have you completed? (please attach) DISC Other (?) MBTI Other (?) Personal Information: Names of immediate family members (include children and ages):
We _______________________ (mentor) and_____________________ (mentee), agree to the following goals as the focus of our mentoring agreement:
To engage in an in-depth analysis of ______________________ (name of mentee) goals;
To examine ways in which ________________________(name of mentee) can build on strengths within current position;
To learn from each other.
We agree to a collaborative, mutually beneficial approach where we share responsibility for ensuring that the partnership works for both of us. To accomplish this we agree to:
Place the highest priority on our meetings and will only cancel or reschedule on an emergency basis.
Meet a minimum of twice a month for the first three months.
At the end of each meeting, set the time and place for the following meeting.
Periodically discuss our process and relationship and take steps to enhance and develop it.
Not discuss any concern or disappointments in the relationships without first surfacing it in the relationship.
We recognize that the nature of our conversation may include sensitive or private topics and so we agree to the following confidential policy:
What we discuss with each other will remain confidential.
We will not report to supervisors, managers, or any others in our organization any personal information.
We will agree ahead of time as to whether certain topics or specific comments, or discussions are to be shared with anyone else.
Recognize that this mentoring relationship does not include the mentor acting as a public or organization advocate for the career advancement of the mentee.
We are committed to making our mentoring relationship work and to this end we will engage in the following activities:
Maintain a regular meeting schedule for a minimum of six months.
At the end of the period we will determine whether it will be beneficial to continue and if so, what modifications may be necessary.
Review our learning goals every month and provide each other feedback about our progress, satisfaction, and our assessment as to the degree to which our needs are being met.
Should one of us decide it is no longer beneficial for us to continue in the mentoring relationship, we will discuss our viewpoints with the other person as well as our mentoring coach before taking any action.
If we decide to mutually end the relationship, we shall engage in an appropriate closure activity that will focus on what we have learned from each other.
If we disagree as to the suitability of continuing the mentoring relationship, we may seek assistance from our mentoring coach to help us create a more mutually acceptable conclusion.
Dear Mentor, By now you should have received your invitational letter to attend the Mentor Program training/orientation. We greatly appreciate you taking the time out of your busy schedules to support this influential program. Enclosed below are a set of 10 short questions we would like you to complete by Friday, January 12th. The answers to these questions will be provided to your Mentee who is your match for the Mentor Program. Your responses to the questions below will be given to your Mentee at their orientation meeting for the Mentor Program. This will allow your Mentee to learn more about you before officially meeting. Please respond to the biographical questions below: What is your job title and position? How many years have you been at the FBI? What other positions (if any) have you held? What positions/organizations have you been a part of before the FBI? What is your education background? (name of school/s and level you have completed) What do you enjoy most about working at the FBI? What do you hope to gain/provide serving as a Mentor in the Mentor Program? What do you like to do in your spare time outside of work? (talents, hobbies, etc.) What is one of your proudest accomplishments in your life? Is there anything else you would like to share that you want included in your short bio? We look forward to seeing you at the Mentor Program Orientation. Thank you for your time! Sincerely, Buck Mathews Training Manager
Recall a time in your life when you might have experienced some major change. Consider for a moment what events were driving the change. Think about some of the developmental changes that occurred within you and answer the questions below relative to the way you might have seen yourself, others, and the events.
Was there anyone who helped provide an “aha” experience that allowed you to see an event, person, situation or something in yourself in a different light? Briefly describe the experience.
Has anyone ever shared with you a personal experience or story that helped shape their outlook on life, work, relationships, co-workers, etc? If so, what about it influenced your own thinking or behavior? Briefly describe below.
Recall someone who has been influential in assisting you in the discovery of an ability, skill, quality or talent that you had not yet recognized. What did that discovery do for you?
Recommended Readings “ What Color is my Parachute?”, Richard Nelson Bolles “ The Leadership Challenge, 3 rd Edition”, James M. Kouzes, Barry Z. Posner “ Now, Discover your Strengths”, Marcus Buckingham, Donald O. Clifton “ How to Win Friends and Influence People”, Dale Carnegie “ The One Minute Manager”, Kenneth H. Blanchard, Spencer Johnson “ Who Moved my Cheese? An Amazing Way to Deal with Change in your Work and in your Life”, Kenneth H. Blanchard, and Spencer Johnson “ Leading Change”, John P Kotter “ Monday Morning Leadership”, David Cottrell “ Monday Morning Leadership for Women”, Valerie Sokolosky “ The Ant and the Elephant”, Vince Poscente “ The 7 Habits of Highly Effective People”, Stephen R. Covey “ The 8 th Habit: From Effectiveness to Greatness”, Stephen R. Covey