Mentoring Training Program For Proteges and Mentors

Outline: Part I: Setting the Stage Mentoring Mission Objectives (Mentoring Relationship & Program) Definitions Mentor and Protégé Roles Part II: Process Program Guidelines Mentoring Framework Mentoring Process Steps Part III: Resources Tools and Resources Program Flexibility

Part I: Setting the Stage

Mentoring Mission

Objectives (Mentoring Relationship & Program)

Definitions

Mentor and Protégé Roles

Part II: Process

Program Guidelines

Mentoring Framework

Mentoring Process Steps

Part III: Resources

Tools and Resources

Program Flexibility

Mission of a Mentoring Program The mission of the Mentoring Program is to grow our own internal talent by providing the participants with leadership challenges and developmental opportunities . Since this is a pilot program, participants will also be helping to create and shape a tool that can benefit a wider audience of your colleagues in the future.

Mentoring Relationship Objective The objective of the mentoring relationship is to experience a stimulating journey of self-discovery and development which will provide you exposure to opportunities for personal fulfillment and achievement . Enjoy your journey!

The objective of the mentoring relationship is to

experience a stimulating

journey of self-discovery and development

which will provide you exposure to opportunities for

personal fulfillment and achievement .

Enjoy your journey!

Retention and engagement Support and reward high performance Succession Planning Creation of talent pool Development of professional relationships Create culture of continuous learning Individual development Knowledge transfer Career growth and development: Cultivate individual career planning ownership Mentor to gain better perspective of individual / organizational issues Mentoring Program Objectives

Retention and engagement

Support and reward high performance

Succession Planning

Creation of talent pool

Development of professional relationships

Create culture of continuous learning

Individual development

Knowledge transfer

Career growth and development:

Cultivate individual career planning ownership

Mentor to gain better perspective of individual / organizational issues

Mentoring is… a means of developing human resources about guiding others in their personal quest for growth through learning a stimulating journey of self-discovery and development which provides opportunities for personal fulfillment and achievement. a fundamental form of human development where one person invests time, energy, and personal know-how assisting the growth and ability of another person. a method for encouraging human growth What is Mentoring?

Mentoring is…

a means of developing human resources

about guiding others in their personal quest for growth through learning

a stimulating journey of self-discovery and development which provides opportunities for personal fulfillment and achievement.

a fundamental form of human development where one person invests time, energy, and personal know-how assisting the growth and ability of another person.

a method for encouraging human growth

What is a Protégé? A Protégé is the recipient of the Mentor’s guidance and must be committed to expanding his/her capabilities, be open and receptive to new ways of learning , and have a sense of personal responsibility about the mentoring relationship and his/her own growth & development

A Protégé is the recipient of the Mentor’s guidance and must be committed to expanding his/her capabilities, be open and receptive to new ways of learning , and have a sense of personal responsibility about the mentoring relationship and his/her own growth & development

A Mentor is a learning leader who facilitates the learning process for a Protégé: Promotes intentional learning through multi-channels: transformational learning, beyond the day to day Coaching, insights, sharing own experiences (anecdotes and personal scenarios), guidance, modeling, stimulates individual growth, encourages thought provoking opportunities that help develop a personal vision, helps protégé identify his personal winning strategy, elicits high commitment to personal change and development Opens doors to learning opportunities when possible and appropriate Provides Protégé exposure to broad networks Provides a broader view (than the Manager) thus creating a path for the future of the protégé . What is a Mentor?

A Mentor is a learning leader who facilitates the learning process for a Protégé:

Promotes intentional learning through multi-channels: transformational learning, beyond the day to day

Coaching, insights, sharing own experiences (anecdotes and personal scenarios), guidance, modeling, stimulates individual growth, encourages thought provoking opportunities that help develop a personal vision, helps protégé identify his personal winning strategy, elicits high commitment to personal change and development

Opens doors to learning opportunities when possible and appropriate

Provides Protégé exposure to broad networks

Provides a broader view (than the Manager) thus creating a path for the future of the protégé .

What is the Mentor’s Responsibility? Mentor’s Responsibility : Career support by encouraging challenging and growth opportunities (horizontal career moves) Emotional support : encouragement, recognition, feedback, coaching Support for short term and/or long term planning Access to learning opportunities , resources and networking Keeps the protégé on the right track to avoid aimless detours

Mentor’s Responsibility :

Career support by encouraging challenging and growth opportunities (horizontal career moves)

Emotional support : encouragement, recognition, feedback, coaching

Support for short term and/or long term planning

Access to learning opportunities , resources and networking

Keeps the protégé on the right track to avoid aimless detours

Protégé Responsibilities: Be committed to expanding his/her capabilities Be open and receptive to new ways of learning Be open to feedback Have a sense of personal responsibility about the mentoring relationship: take ownership Follow through on development plan and coaching for his/her own growth and development

Be committed to expanding his/her capabilities

Be open and receptive to new ways of learning

Be open to feedback

Have a sense of personal responsibility about the mentoring relationship: take ownership

Follow through on development plan and coaching for his/her own growth and development

What is the Protégé Manager’s Role? A Manager supports the Protégé / Mentee’s learning process by encouraging on the job learning (day to day capacity building) and monitoring employee performance in alignment with corporate goals

A Manager supports the Protégé / Mentee’s learning process by encouraging on the job learning (day to day capacity building) and monitoring employee performance in alignment with corporate goals

How often do we meet? Protégés and Mentors may meet twice a month, or a minimum once a month How do we work together? Proteges and Mentors review the Protégé’s needs assessment and establish goals for career development. Resources are available on the Mentoring Website to guide conversations and development opportunities Proteges work on the development actions and check in with Mentor for coaching Proteges and Mentors complete quarterly feedback reports on-line. How long is the program? It is a twelve month program. Mentoring Program Guidelines

How often do we meet?

Protégés and Mentors may meet twice a month, or a minimum once a month

How do we work together?

Proteges and Mentors review the Protégé’s needs assessment and establish goals for career development.

Resources are available on the Mentoring Website to guide conversations and development opportunities

Proteges work on the development actions and check in with Mentor for coaching

Proteges and Mentors complete quarterly feedback reports on-line.

How long is the program?

It is a twelve month program.

Mentoring Framework Types of Mentoring Relationships Job Challenges & Business Related Issues Special Projects Gain New Insight and Experience Career Development Types of Mentoring Discussions Types of Sub-Mentors Individual Development Senior Leaders Peers Subject Matter Expert External Family

Step 1. Register on-line - http: //hrtalentpro .com Step 2 . Complete competency assessment Step 3. Attend Mentoring Workshop: Mentoring Overview and Familiarization with on-line tools Step 4. Identify strengths, development needs, goals Step 5. Mentor and Protégé first meeting: get acquainted and complete Mentor / Protégé contract Step 6 . Mentor and Protégé on-going meetings: refer to discussion guide, agenda, work on areas for devp and challenges, measure outcomes Step 7. Quarterly feedback submitted on-line Step 8. End of program final program evaluation Steps in the Mentoring Process

Step 1. Register on-line - http: //hrtalentpro .com

Step 2 . Complete competency assessment

Step 3. Attend Mentoring Workshop: Mentoring Overview and Familiarization with on-line tools

Step 4. Identify strengths, development needs, goals

Step 5. Mentor and Protégé first meeting: get acquainted and complete Mentor / Protégé contract

Step 6 . Mentor and Protégé on-going meetings: refer to discussion guide, agenda, work on areas for devp and challenges, measure outcomes

Step 7. Quarterly feedback submitted on-line

Step 8. End of program final program evaluation

Step 1. Register on-line The first step in the Mentoring Program is to use the online system to register. The Program Adminstrator will send you the link. Enter the homepage of the Mentoring Program: sign-in as a new user and complete the registration. Ensure you remember your password Once the Administrator approves you, you will receive an email directing you to take the self-assessment. Enter the Mentoring Program homepage again and complete the self-assessment (using the password you created)

The first step in the Mentoring Program is to use the online system to register. The Program Adminstrator will send you the link.

Enter the homepage of the Mentoring Program: sign-in as a new user and complete the registration. Ensure you remember your password

Once the Administrator approves you, you will receive an email directing you to take the self-assessment. Enter the Mentoring Program homepage again and complete the self-assessment (using the password you created)

Step 2. Complete Competency Assessment Complete the Competency Assessment by rating your current level of proficiency. The assessment automatically calculates your averages. Review the results and identify areas that are strengths and development areas Save and print a copy of the assessment to share with your Mentor during your first meeting.

Complete the Competency Assessment by rating your current level of proficiency. The assessment automatically calculates your averages. Review the results and identify areas that are strengths and development areas

Save and print a copy of the assessment to share with your Mentor during your first meeting.

Step 3. Attend Mentoring Workshop Mentoring Overview Familiarization with on-line tools

Mentoring Overview

Familiarization with on-line tools

Identify areas that need improvement and brainstorm actions for development Review the Assessment and identify strengths and development areas Add any other areas you want to develop Prioritize: work just on the top 3 Identify action steps that will help you achieve desired goals What resources you will need and how can your mentor support you? Commit to executing on your action plan Determine how you will track progress against your action plan 4. Identify Strengths & Development Needs

Identify areas that need improvement and brainstorm actions for development

Review the Assessment and identify strengths and development areas

Add any other areas you want to develop

Prioritize: work just on the top 3

Identify action steps that will help you achieve desired goals

What resources you will need and how can your mentor support you?

Commit to executing on your action plan

Determine how you will track progress against your action plan

Step 5. Meetings First Meeting: Get acquainted and establish a relationship Find commonalities and share personal interests, hobbies Share professional background, education, and areas of expertise Learn about what is most important to each one of you Set expectations What does the Mentor expect from the Protege? What does the Protégé expect from the Mentor? What will the Mentor provide or not provide? How will we measure and evaluate outcomes? Complete a Contract Agreement Refer to Contract Agreement in the Mentoring website, download it and complete it Print the completed document – refer to it so you stay focused and aligned

First Meeting:

Get acquainted and establish a relationship

Find commonalities and share personal interests, hobbies

Share professional background, education, and areas of expertise

Learn about what is most important to each one of you

Set expectations

What does the Mentor expect from the Protege?

What does the Protégé expect from the Mentor?

What will the Mentor provide or not provide?

How will we measure and evaluate outcomes?

Complete a Contract Agreement

Refer to Contract Agreement in the Mentoring website, download it and complete it

Print the completed document – refer to it so you stay focused and aligned

Step 5. Meetings On-Going Meetings Set a specific time, date, and location Have an agenda prepared in advance Have a summary of notes from the last session Meet at the agreed time and be punctual Follow up on action items from last meeting Agree on what will be discussed in next meeting Agree on action items to be accomplished against devp plan Proteges and Mentors have one final meeting to share learnings and celebrate their success

On-Going Meetings

Set a specific time, date, and location

Have an agenda prepared in advance

Have a summary of notes from the last session

Meet at the agreed time and be punctual

Follow up on action items from last meeting

Agree on what will be discussed in next meeting

Agree on action items to be accomplished against devp plan

Proteges and Mentors have one final meeting to share learnings and celebrate their success

The Purpose of the Feedback is: To enhance your mentoring relationship and ultimate outcome of your development plan Share feedback to recognize accomplishments, and to suggest opportunities for improvement Track and Monitor Progress Step 7. On-Line Feedback Tool

The Purpose of the Feedback is:

To enhance your mentoring relationship and ultimate outcome of your development plan

Share feedback to recognize accomplishments, and to suggest opportunities for improvement

Track and Monitor Progress

Step 8. End of Program Evaluation Protégé and Mentors complete an end of the program evaluation to determine the effectiveness and measure results.

Protégé and Mentors complete an end of the program evaluation to determine the effectiveness and measure results.

Mentoring Web-Site Demo www.hrtalentpro.com

Tools and Resources Mentor & Protégé Benefits of Mentoring Mentoring Process Overview Mentoring Styles Meeting Agenda Mentor / Protégé Contract Identify Challenge Brainstorming Action Planning Template Feedback Review Mentor Mentor Discussion Guidelines Communicating with your Protégé Mentor Roles & Resp Protégé Protégé Roles & Resp Writing S.M.A.R.T. Goals Protégé Devp Plan Development Resources

Mentor & Protégé

Benefits of Mentoring

Mentoring Process Overview

Mentoring Styles

Meeting Agenda

Mentor / Protégé Contract

Identify Challenge

Brainstorming

Action Planning Template

Feedback Review

Mentor

Mentor Discussion Guidelines

Communicating with your Protégé

Mentor Roles & Resp

Protégé

Protégé Roles & Resp

Writing S.M.A.R.T. Goals

Protégé Devp Plan

Development Resources

Program Flexibility Mandatory: Register Complete Self-Assessment (Protégé) Identify Strengths/Development Attend Mentor/Protégé Meetings Create and Execute Development Plans Provide Feedback: Quarterly and End of Program Optional Tools (Contract – strongly suggested) Can use current development plan

Mandatory:

Register

Complete Self-Assessment (Protégé)

Identify Strengths/Development

Attend Mentor/Protégé Meetings

Create and Execute Development Plans

Provide Feedback: Quarterly and End of Program

Optional

Tools (Contract – strongly suggested)

Can use current development plan

“ All truths are easy to understand once they are discovered; the point is to discover them.” Galileo Galilei “ I hear and I forget. I see and I remember. I do and I understand .” Confucious

If you are interested in implementing an on-line Mentoring Program, please contact us for more information! [email_address] www.hrtalentpro.com