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Tile Mentorship Program Overview
- 2. “The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.” — Steven Spielberg
- 4. Why Do People Need Mentors?
- 6. What do you think? • Do you have prior experiences with mentorship? • Why is mentorship important to you? Why not?
- 7. Benefits of Mentorship Mentors: - Satisfaction of helping others - New/expanded perspectives - Greater familiarity with the organization Mentees: - Increased job satisfaction - Improved career growth options - Learn something new
- 8. Role of the Mentor
- 10. The Two Types of Mentoring One-on-One Mentoring ● Mentor meets with mentee twice a month for 60 minutes ● Create a mentorship agreement ● Establish trusting relationship ● Help mentee focus on reaching development goals Group Mentoring • Small group of mentors and mentees • Meets bi-monthly • Discuss topics of mutual professional interest • Gain the perspectives of other mentors/mentees
- 11. Mentorship Schedule • Mentorship Kickoff (Today!) • Mentor and Mentee Training (end of June) • Mentor/Mentee first meeting: First Week of July • Set up mentorship agreement and define goals • Start building a productive relationship • Mentor/Mentee bi-weekly meetings for 60 minutes (July - Sept) • End of Mentorship Celebration! (Oct)
- 13. Guidelines for the Mentorship Relationship • Confidentiality • Commitment to the relationship • Sharing personal information • Mentor intervention into work-related issues
- 14. Building a Productive Relationship
- 20. Time Limit: 5 minutes to talk, 1 min to rotate Mentoring
- 21. FIN
Editor's Notes
- Introduce the mentorship program components Clarify expectations for participation in the program Raise awareness of mentorship pitfalls and traps to avoid Get some practice with some speed mentoring
- When mentoring occurs, the mentee learns something that otherwise would be acquired less thoroughly, more slowly, or not at all. Help participants identify and achieve career development and personal growth goals that support business objectives Support building a bench of leaders who have knowledge, skills and abilities Foster higher levels of engagement and career vision Equip participants with the tools necessary to perform to their highest capability within their current roles Create opportunities to meet and partner with others of different job titles, descriptions or cultural boundaries Create a culture that sees mentorship as an effective way of developing individuals
- What worked well? What did not worked well?
- Helps the mentee to develop their desired growth area(s) Interprets feedback and assists mentee with converting feedback into action Listens and provides encouragement, feedback, and new insights Asks questions to assist and challenge mentee Assists mentee with reflecting on past successes and failures to identify strengths to leverage and weaknesses to mitigate Creates a safe and trusting relationship Serves as the mentee’s sounding board Protects privileged mentee relationship
- Focuses on achieving sustainable results the right way Clarifies expectations and priorities Develops and maintains trusting relationship Seeks ongoing feedback to improve personal contributions If necessary, adjusts goals and priorities due to dynamic business environment Ask for opinions about the responsibilities of both mentor and mentee. Was anyone surprised that something was/wasn’t included?
- I’ll also be sending monthly checkins, and resources to help progress your mentorship relationship.
- The mentorship agreement brings clarity to the mentor and mentee’s goals and expectations for the relationship and defines their working relationship together. The sole purpose of completing a mentorship agreement is to benefit your relationship with your mentee. Agreements will not be collected or reviewed by anyone outside of your relationship.
- Build Talk straight, share who you are and what you are about Demonstrate respect in all interactions Keep commitments; be flexible and accessible Erode Actions are misaligned with words Reveal little about yourself Be unprepared for 1:1 mentoring Lose composure with your mentor/mentee
- Build Agree on boundaries Summarize agreements and next steps Seek approval before sharing information with others Erode Share “insignificant” portion of your conversations with others Provide information about other mentors/mentees
- Build Be timely with your thoughts and opinions Be present and attentive Erode Multi-tasking during meetings Ask close ended questions and demanding answers
- Build Provide specific, actionable feedback to each other around the relationship, needs, etc Erode Reluctance to voice a concern Going through the motions versus sharing how you really feel
- Having unrealistic expectations for the relationship and focusing on too much, too soon. Getting sidetracked by personal stuff Expecting a mentor to provide with all of the answers Being too nice or patient to the point that you are not saying what needs to be said. Wanting to move too quickly through trust building Allowing yourself to get overly frustrated over the lack of progress made. Being friends with your mentor/mentee at the expense of true development.
- Like speed dating w/o the messy breakup :) The purpose of speed mentoring is to provide a quick hit of information in the form of a discussion of your mentoring strengths and professional challenges, a good way to learn about each other, and a methodical way to “try-on” a number of mentoring relationships to see one you may want to pursue later.