1. Mentoring: Preparing
for the Future
SFMI School Facilities Managers’
Personnel Management Academy
December 8, 2010

2. What is mentoring?
 Relationship-building oriented toward
personal growth and development
 Organizations with mentoring cultures
also experience growth and
development

3. What is a mentor?
 Coach?
 Teacher?
 Confidant?
 Friend?
 Trusted advisor?
 Experienced?
 Wise?

4. What is a protégé?
Individual who:
 Wants career direction.
 Wants to learn about other areas of the
organization.
 Wants feedback on how they’re perceived
and what to do to become more successful.
 Wants to become more politically savvy
Get in touch with motivations of protégés

5. How does mentoring work?
 Mentoring relationships work best if
voluntary and confidential
 Successful mentoring relationships are
nurtured and planned
 Mentoring partners meet face-to-face or
connect via telephone or email at least
monthly
 It’s fluid - don’t expect people to know
how to mentor or be mentored

6. How do mentoring
relationships come about?
 Self-initiated pairings work best
 Should be natural and comfortable –
chemistry
 Mutual interest mandatory
 Be honest about the time and energy
required
 Broker relationships, but don’t try to
“arrange marriages”

7. How many mentors can
someone have?
 One person cannot have time or skills
to provide all the information, advice,
and experience a protégé needs to
grow and develop to the highest
potential
 Encourage protégés to build a
personal "board of directors" to help
further career growth and learning.

8. Mentoring works in all
directions and at all levels
Three mentoring relationships to
consider:
 An in-district mentor for you
 SBGA members as mentors for you
and key staff
 Mentoring key protégés in your
department

9. In-District mentors for the SBG
 Superiors*
 Peers – principals, business officials,
athletic directors, key faculty
 Board members*
 Union leaders*
*Caution and care needed

10. SBGA as mentor for the SBG
and Key Staff
 Relationship building with peers
 Developing a support group
 Problem solving
 Sympathetic ears
 Accelerating growth of subordinates

11. Mentoring in your department
 Identifying key subordinates
 Succession planning
 Establishing relationships
 Working the relationship
 Improving your effectiveness
 Improving the department’s
effectiveness

12. Personal experiences with
mentoring
 People who have mentored you in
your career
 What have you appreciated most
about mentoring you received?
 What actions have you taken to
receive maximum benefit from
mentors?

13. Mentoring
It’s all about building productive
relationships that enable your personal
growth and development and improve
the performance of your department
and key staff members