Pd Mentoring Resource

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  • What a great presetantion guys!
    Arlette Santibañez
    Aiesec Universidad Católica. Perú

    <b>[Comment posted from</b> http://www.myaiesec.net/content/viewwiki.do?contentid=10099721]
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Pd Mentoring Resource

  1. 1. NTMS <br />HR Flow:<br />‘Mentoring’<br />
  2. 2. Session Outline<br />What and Why of Mentoring<br />Role of Mentoring in AIESEC Experience<br />Who Should Be the Mentors and Mentees<br />How to Use the Mentor<br />Evaluating Mentorships<br />Norway’s Strategy for Mentorship<br />
  3. 3. Mentoring<br />Individual Discovery and Reflection<br />Learning Circles<br />T<br />Team Experiences<br />Conferences and Seminars<br />Virtual Spaces; forums, blogs and resource sharing<br />Learning Environment<br />
  4. 4. What is Mentoring?<br />Mentoring is a one-to-one relationship in which an experienced person (mentor) provides advice, support and encouragement to a less experienced person (mentee).<br />The goal is for the mentee to find their own path for development and growth, to realise their full potential.<br />
  5. 5. Mentoring is a lot like love…<br />
  6. 6. What is Mentoring NOT?<br />
  7. 7. Purpose<br />
  8. 8. Benefits to Mentee<br />Increased self-awareness from feedback<br />New perspectives<br />Challenge personally and professionally <br />Open and safe forum for discussion <br />Learn from a role model<br />Greater understanding of AIESEC and opportunities <br />Networking opportunities<br />
  9. 9. Benefits to Mentor<br />Increase own self-awareness <br />Satisfaction from developing others<br />Behave, influence and lead others <br />Learning experience and fresh ideas from individual’s feedback and insight<br />
  10. 10. Mentoring/LoveRule #1<br />Like all good relationships, both parties should get something out of it and help each other grow<br />
  11. 11. Where Does It Fit into AIESEC XP?<br />@XP Principles<br />Take an active role in your learning and the learning of others<br />Meta-cognition and regular personal reflection<br />Increase practical and theoretical knowledge<br />Create a network of contacts<br />
  12. 12. Where Does It Fit into AIESEC XP?<br />Introduction to AIESEC<br />Personally ‘connect’ to AIESEC – understand how their work contributes to AIESEC vision and own development<br />Join the learning culture of AIESEC<br />
  13. 13. Where Does It Fit into AIESEC XP?<br />Taking Responsibility<br />Choose responsibilities according to skills desired<br />Face challenges when accomplishing a task<br />Increase generic skills to aid in core work<br />Offer insight on understanding different working styles<br />
  14. 14. Where Does It Fit into AIESEC XP?<br />Leadership Experience<br />Develop strategic thinking and decision making<br />Deal with difficult situations esp team leadership<br />Resolve some frustrations <br />Review the mentee’s strategic plans<br />
  15. 15. Where Does It Fit into AIESEC XP?<br />Working Abroad<br />Find out what they to get from internship experience<br />Deal with cultural shock and keep an open mind<br />
  16. 16. Where Does It Fit into AIESEC XP?<br />Heading for the Future<br />Make the transition to a non-AIESEC life smoother<br />Link what has been learnt as a whole in AIESEC to career<br />Strengthen the network of AIESEC in the country <br />Mentee can become a mentor<br />
  17. 17. What is the Goal of AIESEC Mentoring?<br />Mentee reflects on experiences in AIESEC<br />Mentee can link AIESEC to personal interest and goals <br />Mentee stays longer in AIESEC<br />Mentee is satisfied with the learning experience<br />
  18. 18. Who Should Be Our <br />Mentors & Mentees?<br />
  19. 19. Who Should Mentor Who?<br />
  20. 20. But Who Exactly Should Mentor?<br />Alumni: The more recent the better<br />AIESEC Externals:<br /> - TN takers<br /> - Learning partners<br /> - Speakers from conferences<br /> - Board of Advisor members<br />Non-AIESEC Externals:<br /> - University professors<br /> - Family friends in corporate/government sector<br />
  21. 21. Mentoring/LoveRule #2<br />People should find their own mentors…<br />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!”<br />
  22. 22. Criteria for Good Mentors<br />Experience: Have been in the mentee’s ‘shoes’ before<br />Perspective: Can share relevant viewpoints <br />Distance: Mentor has no direct influence on the mentee’s role (ie, your team leader cannot be your mentor)<br />Sufficient time commitment<br />
  23. 23. Discussion<br />Who of your experienced members and alumni might make good mentors? <br />Why? <br />In what areas could they be useful?<br />
  24. 24. Using a <br />Mentor<br />
  25. 25. How Do I Get a Mentor?<br />‘Warm leads’ are best: <br /> - Ask people you know <br /> - Or get referrals from them<br />If ‘cold calling’:<br /> - Do research and have target organisation in mind<br /> - Enquire via HR co-ordinator<br />Openly say you are seeking a mentor and your goals… it will help them refer you onto the most appropriate person<br />
  26. 26. Mentoring/LoveRule #3<br />Meeting someone through friends is much nicer than a blind date<br />
  27. 27. Expectations of Mentorship<br />
  28. 28. Expectations of Mentee<br />Be influenced by the person not their position<br />Accept responsibility for your own development <br />Identify development needs<br />Share feedback received with peers/leaders<br />Respect your mentor’s busy schedule<br />Understand that YOU are the driver of the relationship<br />
  29. 29. Expectations of Mentor<br />Be aware of your ‘power’ and that it may influence how mentee approaches you<br />Provide advice but recognise it might not be followed<br />Act as a role model<br />Share experiences and stories<br />Provide honest feedback<br />
  30. 30. Do Not Expect…<br />Mentor to give feedback about you to your peers/leaders<br />The relationship to continue after the agreed time period<br />Introductions to other people<br />Help on personal problems<br />Promotion or compensation<br />
  31. 31. Stages of Mentor Relationship<br />1. Mentor/mentee become acquainted<br />2. Mentor/mentee clarify goals/ expectations<br />3. Needs are fulfilled as personal and professional development occurs<br />4. Mentorship ends and relationship re-defined as colleagues and/or peers<br />
  32. 32. Mentoring/LoveRule #4<br />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!<br />
  33. 33. Before the First Meeting…<br />Consider your goals for the mentorship (and to LCVPHR)<br />Consider level of commitment (time, energy, communication) you can give<br />Consider level of commitment you expect from the other person<br />Send each other short biographies or CV<br />
  34. 34. The First Meeting…<br />Get to know each other (setting should be social)<br />Share goals and expectations<br />Decide form and frequency of contact<br />Establish kind of support the mentee needs<br />The roles with which the mentor feels comfortable<br /> - Counsellor, role model, resource, etc<br /> - Professional/personal/AIESEC issues<br />Date, action points and agenda for the next meeting<br />
  35. 35. Ongoing Meetings…<br />Discuss action points from previous meeting<br />Look at what was achieved<br />Discuss issues/successes that have arisen since previous meeting and how to address them<br />Set goals for next meeting<br />Clarify how these fit into AIESEC/life plan<br />Set agenda and time/date for next meeting<br />
  36. 36. Topics for Ongoing Meetings<br />Problem solving<br />Analysing strengths and weaknesses<br />Reviewing personal goal setting plans <br />Reviewing functional plans<br />Discussing industry trends<br />
  37. 37. Form and Frequency<br />These should be decided by each mentorship pair<br />Average one hour contact per month<br />More contact in first two months (to build bonds and trust)<br />In person most productive but also phone, IM and email<br />
  38. 38. Discussion<br />Could you yourself benefit from a mentor? <br />What kind of mentor would suit you? <br />What would be your goals for this mentorship?<br />
  39. 39. Evaluation<br />
  40. 40. What to Review<br />How many times have you met? In person/by telephone?<br />Do you feel comfortable with the current<br />Level of trust between<br />Progress made in building relationship<br />Support to your goals <br />Direction for next 6 months<br />Do you require additional support in getting the most out of your mentorship?<br />
  41. 41. How to Review<br />Mentor/mentee evaluate in one of their meetings<br />VPHR evaluation with mentee (or mentor)<br /> - Short survey<br /> - Casual chat<br />All mentees together (or all mentors and mentees)<br />Results go to VPHR who keeps written record<br />
  42. 42. When to Review<br />Evaluation important early in the relationship<br />Evaluate with the mentee one month into the mentorship to check contact has been made and expectations communicated<br />Also helpful at 3 and 6 months into it to check progress<br />
  43. 43. Mentoring/LoveRule #5<br />Painful though it can be, you should regularly check on the health of the relationship<br />You always talk to your friends about how you think the relationship is going<br />
  44. 44. Questions?<br />

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