Finding a Mentor & Reverse Mentoring


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  • Establish assumptions:POV from menteeMentoring is importantFederal Supervisor Training Act & Gov’t Efficiency, Effectiveness, & Performance Improvement Act 2009
  • Peer: share problems, support, strategies, personal/professional info
  • Discussion point: is Reverse Mentoring more in theory?Not much info, not really being tracked
  • Hidden agendas?Diversity!
  • Finding a Mentor & Reverse Mentoring

    1. 1. Finding a Mentor &Reverse Mentoring<br />Mary E. Cummings, NASA<br />
    2. 2. Objectives<br />Identify various approaches to mentoring, specifically Reverse Mentoring<br />Discuss how to obtain a mentor and the stages of mentoring<br />Share good and bad mentoring experiences<br />
    3. 3. Types of Mentoring<br />Formal<br />Traditional/One-on-one<br />Peer <br />Group<br />Informal<br />Situational/Flash mentoring<br />E-Mentoring<br />Reverse<br />
    4. 4. Reverse Mentoring<br />"Its a situation where the old fogies in an organization realize that by the time you're in your forties and fifties, you're not in touch with the future the same way the young twenty-something's. They come with fresh eyes, open minds, and instant links to the technology of our future". Alan Webber, co-founder of Fast Company on reverse mentoring, 2001<br />Reverse Mentoring can be:<br />Unintentional/unknowingly<br />Intentional/strategic <br />Formal or informal<br />
    5. 5. Reverse Mentoring (con’t)<br />Reverse Mentoring provides<br />Technology education<br />Address generational differences<br />Capitalize on new ideas (challenge ‘the way it’s always been done’ mentality)<br />Be Careful…..<br />Not everyone is open or comfortable as a mentee<br />Reverse Mentor should be patient, don’t assume, and stick to topic<br />
    6. 6. How to Obtain a Mentor<br />First, have an idea about your goals<br />Then, search for a mentor who can help you accomplish your goals by considering the following:<br />Where has mentor been, where are they going<br />Mentor reputation<br />Your tendencies and preferences vs. potential mentors’ (personality, career path, communication styles)<br />Generational differences<br />Remember, to always be looking for a mentor and that you may be watched as a potential mentee<br />
    7. 7. 7<br />Generational Differences<br />Gen Y<br />(1980-2000)<br />Baby Boomers<br />(1946-1964)<br />Gen X<br />(1965-1979)<br />Veterans<br />(1922-1945)<br />
    8. 8. Stages of Mentoring Relationships<br />Getting Acquainted<br />Setting goals/expectations (possible ending)<br />Achieving goals<br />Ending the relationship<br />
    9. 9. Mentoring Roles<br />Mentor Is…<br />Teacher<br />Advisor<br />Champion<br />Mentor Is NOT…<br />Coach<br />Supervisor<br />Counselor/therapist<br />Romantic interest<br />Mentee Is…<br />Learner<br />Initiator<br />Listener<br />Mentee is NOT…<br />‘Extra’ employee<br />Notch on a belt<br />Romantic interest<br />
    10. 10. How to be a Smart Mentee<br />Take initiative- ask someone to be your mentor! Call, face to face, set an appointment<br />Actively listen<br />Read between the lines<br />Build a network<br />Be positive, no excessive venting<br />GRATITUDE (ex. Handwritten thank you note)<br />
    11. 11. Mentoring Gone Bad<br />Neglect/Fizzle out; “I’m too busy”- most common reason for unsuccessful relationship<br />Oil & water (although some diversity can add value)<br />Manipulation<br />Mentee dependence (sometimes Mentor dependence)<br />Jealousy -particularly when mentee promoted<br />
    12. 12. Mentoring Done Well<br />Confidentiality<br />Trust<br />Respect (of individual and time)<br />Structure where goals are set<br />Realistic expectations<br />Usually lasts 6 months-year<br />Have more than one<br />Recruit carefully<br />Self-reflection<br />
    13. 13. Lasagna Advice<br />
    14. 14. Group Discussion/Q&A<br />What is appropriate and not appropriate to discuss in a mentoring session?<br />Examples of good and bad mentoring experiences<br />
    15. 15. Contact info<br />Mary E. Cummings, NASA-Goddard<br /><br />(301) 614-6940<br />