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Mentoring Training Program For Proteges and Mentors
Outline: <ul><li>Part I:  Setting the Stage </li></ul><ul><li>Mentoring Mission </li></ul><ul><li>Objectives  (Mentoring R...
Mission of a Mentoring Program The  mission  of the Mentoring Program is to grow our own internal talent   by providing th...
Mentoring Relationship Objective <ul><li>The  objective  of the mentoring relationship is to  </li></ul><ul><li>experience...
<ul><li>Retention and engagement </li></ul><ul><ul><li>Support and reward high performance </li></ul></ul><ul><li>Successi...
<ul><li>Mentoring is… </li></ul><ul><li>a means of  developing  human resources </li></ul><ul><li>about  guiding  others i...
What is a Protégé? <ul><li>A Protégé  is the recipient of the Mentor’s  guidance  and must be committed to expanding his/h...
<ul><li>A Mentor  is a learning leader who facilitates the learning process for a Protégé: </li></ul><ul><li>Promotes inte...
What is the Mentor’s Responsibility? <ul><li>Mentor’s Responsibility : </li></ul><ul><ul><li>Career support  by encouragin...
Protégé Responsibilities: <ul><li>Be  committed  to expanding his/her capabilities </li></ul><ul><li>Be  open and receptiv...
What is the Protégé Manager’s Role? <ul><li>A Manager  supports the Protégé / Mentee’s learning process by encouraging on ...
<ul><li>How often do we meet? </li></ul><ul><li>Protégés and Mentors may meet twice a month, or a minimum once a month </l...
Mentoring Framework Types of Mentoring Relationships Job Challenges & Business Related  Issues Special  Projects Gain New ...
<ul><ul><li>Step 1.  Register on-line -  http: //hrtalentpro .com </li></ul></ul><ul><ul><li>Step 2 . Complete competency ...
Step 1. Register on-line <ul><li>The first step in the Mentoring Program is to use the online system to register.  The Pro...
Step 2. Complete Competency Assessment <ul><li>Complete the Competency Assessment by rating your current level of proficie...
Step 3.  Attend Mentoring Workshop <ul><li>Mentoring Overview </li></ul><ul><li>Familiarization with on-line tools </li></ul>
<ul><li>Identify areas that need improvement and brainstorm actions   for development </li></ul><ul><ul><li>Review the Ass...
Step 5.  Meetings  <ul><li>First Meeting: </li></ul><ul><li>Get acquainted and establish a relationship </li></ul><ul><ul>...
Step 5.  Meetings  <ul><li>On-Going Meetings </li></ul><ul><li>Set a specific time, date, and location </li></ul><ul><li>H...
<ul><li>The Purpose of the Feedback is: </li></ul><ul><li>To enhance your mentoring relationship and ultimate outcome of y...
Step 8.  End of Program Evaluation   <ul><li>Protégé and Mentors complete an end of the program evaluation to determine th...
Mentoring Web-Site Demo www.hrtalentpro.com
Tools and Resources <ul><li>Mentor & Protégé </li></ul><ul><li>Benefits of Mentoring </li></ul><ul><li>Mentoring Process O...
Program Flexibility <ul><li>Mandatory: </li></ul><ul><li>Register </li></ul><ul><li>Complete Self-Assessment (Protégé) </l...
“ All truths are easy to understand once they are discovered;  the point is to  discover  them.” Galileo Galilei “ I hear ...
If you are interested in implementing an on-line Mentoring Program, please contact us for more information! [email_address...
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Keys to Successful Mentoring Programs

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Explains the role of the mentor and protege and steps in the mentoring process

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Keys to Successful Mentoring Programs

  1. 1. Mentoring Training Program For Proteges and Mentors
  2. 2. Outline: <ul><li>Part I: Setting the Stage </li></ul><ul><li>Mentoring Mission </li></ul><ul><li>Objectives (Mentoring Relationship & Program) </li></ul><ul><li>Definitions </li></ul><ul><li>Mentor and Protégé Roles </li></ul><ul><li>Part II: Process </li></ul><ul><li>Program Guidelines </li></ul><ul><li>Mentoring Framework </li></ul><ul><li>Mentoring Process Steps </li></ul><ul><li>Part III: Resources </li></ul><ul><li>Tools and Resources </li></ul><ul><li>Program Flexibility </li></ul>
  3. 3. 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.
  4. 4. Mentoring Relationship Objective <ul><li>The objective of the mentoring relationship is to </li></ul><ul><li>experience a stimulating </li></ul><ul><li>journey of self-discovery and development </li></ul><ul><li>which will provide you exposure to opportunities for </li></ul><ul><li>personal fulfillment and achievement . </li></ul><ul><li>Enjoy your journey! </li></ul>
  5. 5. <ul><li>Retention and engagement </li></ul><ul><ul><li>Support and reward high performance </li></ul></ul><ul><li>Succession Planning </li></ul><ul><ul><li>Creation of talent pool </li></ul></ul><ul><li>Development of professional relationships </li></ul><ul><li>Create culture of continuous learning </li></ul><ul><ul><li>Individual development </li></ul></ul><ul><ul><li>Knowledge transfer </li></ul></ul><ul><li>Career growth and development: </li></ul><ul><ul><li>Cultivate individual career planning ownership </li></ul></ul><ul><li>Mentor to gain better perspective of individual / organizational issues </li></ul>Mentoring Program Objectives
  6. 6. <ul><li>Mentoring is… </li></ul><ul><li>a means of developing human resources </li></ul><ul><li>about guiding others in their personal quest for growth through learning </li></ul><ul><li>a stimulating journey of self-discovery and development which provides opportunities for personal fulfillment and achievement. </li></ul><ul><li>a fundamental form of human development where one person invests time, energy, and personal know-how assisting the growth and ability of another person. </li></ul><ul><li>a method for encouraging human growth </li></ul>What is Mentoring?
  7. 7. What is a Protégé? <ul><li>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 </li></ul>
  8. 8. <ul><li>A Mentor is a learning leader who facilitates the learning process for a Protégé: </li></ul><ul><li>Promotes intentional learning through multi-channels: transformational learning, beyond the day to day </li></ul><ul><ul><li>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 </li></ul></ul><ul><ul><li>Opens doors to learning opportunities when possible and appropriate </li></ul></ul><ul><li>Provides Protégé exposure to broad networks </li></ul><ul><li>Provides a broader view (than the Manager) thus creating a path for the future of the protégé . </li></ul>What is a Mentor?
  9. 9. What is the Mentor’s Responsibility? <ul><li>Mentor’s Responsibility : </li></ul><ul><ul><li>Career support by encouraging challenging and growth opportunities (horizontal career moves) </li></ul></ul><ul><ul><li>Emotional support : encouragement, recognition, feedback, coaching </li></ul></ul><ul><ul><li>Support for short term and/or long term planning </li></ul></ul><ul><ul><li>Access to learning opportunities , resources and networking </li></ul></ul><ul><ul><li>Keeps the protégé on the right track to avoid aimless detours </li></ul></ul>
  10. 10. Protégé Responsibilities: <ul><li>Be committed to expanding his/her capabilities </li></ul><ul><li>Be open and receptive to new ways of learning </li></ul><ul><li>Be open to feedback </li></ul><ul><li>Have a sense of personal responsibility about the mentoring relationship: take ownership </li></ul><ul><li>Follow through on development plan and coaching for his/her own growth and development </li></ul>
  11. 11. What is the Protégé Manager’s Role? <ul><li>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 </li></ul>
  12. 12. <ul><li>How often do we meet? </li></ul><ul><li>Protégés and Mentors may meet twice a month, or a minimum once a month </li></ul><ul><li>How do we work together? </li></ul><ul><li>Proteges and Mentors review the Protégé’s needs assessment and establish goals for career development. </li></ul><ul><li>Resources are available on the Mentoring Website to guide conversations and development opportunities </li></ul><ul><li>Proteges work on the development actions and check in with Mentor for coaching </li></ul><ul><li>Proteges and Mentors complete quarterly feedback reports on-line. </li></ul><ul><li>How long is the program? </li></ul><ul><li>It is a twelve month program. </li></ul>Mentoring Program Guidelines
  13. 13. 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
  14. 14. <ul><ul><li>Step 1. Register on-line - http: //hrtalentpro .com </li></ul></ul><ul><ul><li>Step 2 . Complete competency assessment </li></ul></ul><ul><ul><li>Step 3. Attend Mentoring Workshop: Mentoring Overview and Familiarization with on-line tools </li></ul></ul><ul><ul><li>Step 4. Identify strengths, development needs, goals </li></ul></ul><ul><ul><li>Step 5. Mentor and Protégé first meeting: get acquainted and complete Mentor / Protégé contract </li></ul></ul><ul><ul><li>Step 6 . Mentor and Protégé on-going meetings: refer to discussion guide, agenda, work on areas for devp and challenges, measure outcomes </li></ul></ul><ul><ul><li>Step 7. Quarterly feedback submitted on-line </li></ul></ul><ul><ul><li>Step 8. End of program final program evaluation </li></ul></ul>Steps in the Mentoring Process
  15. 15. Step 1. Register on-line <ul><li>The first step in the Mentoring Program is to use the online system to register. The Program Adminstrator will send you the link. </li></ul><ul><li>Enter the homepage of the Mentoring Program: sign-in as a new user and complete the registration. Ensure you remember your password </li></ul><ul><li>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) </li></ul>
  16. 16. Step 2. Complete Competency Assessment <ul><li>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 </li></ul><ul><li>Save and print a copy of the assessment to share with your Mentor during your first meeting. </li></ul>
  17. 17. Step 3. Attend Mentoring Workshop <ul><li>Mentoring Overview </li></ul><ul><li>Familiarization with on-line tools </li></ul>
  18. 18. <ul><li>Identify areas that need improvement and brainstorm actions for development </li></ul><ul><ul><li>Review the Assessment and identify strengths and development areas </li></ul></ul><ul><ul><li>Add any other areas you want to develop </li></ul></ul><ul><ul><li>Prioritize: work just on the top 3 </li></ul></ul><ul><ul><li>Identify action steps that will help you achieve desired goals </li></ul></ul><ul><ul><ul><li>What resources you will need and how can your mentor support you? </li></ul></ul></ul><ul><ul><li>Commit to executing on your action plan </li></ul></ul><ul><ul><li>Determine how you will track progress against your action plan </li></ul></ul>4. Identify Strengths & Development Needs
  19. 19. Step 5. Meetings <ul><li>First Meeting: </li></ul><ul><li>Get acquainted and establish a relationship </li></ul><ul><ul><li>Find commonalities and share personal interests, hobbies </li></ul></ul><ul><ul><li>Share professional background, education, and areas of expertise </li></ul></ul><ul><ul><li>Learn about what is most important to each one of you </li></ul></ul><ul><li>Set expectations </li></ul><ul><ul><li>What does the Mentor expect from the Protege? </li></ul></ul><ul><ul><li>What does the Protégé expect from the Mentor? </li></ul></ul><ul><ul><li>What will the Mentor provide or not provide? </li></ul></ul><ul><ul><li>How will we measure and evaluate outcomes? </li></ul></ul><ul><li>Complete a Contract Agreement </li></ul><ul><ul><li>Refer to Contract Agreement in the Mentoring website, download it and complete it </li></ul></ul><ul><ul><li>Print the completed document – refer to it so you stay focused and aligned </li></ul></ul>
  20. 20. Step 5. Meetings <ul><li>On-Going Meetings </li></ul><ul><li>Set a specific time, date, and location </li></ul><ul><li>Have an agenda prepared in advance </li></ul><ul><li>Have a summary of notes from the last session </li></ul><ul><li>Meet at the agreed time and be punctual </li></ul><ul><li>Follow up on action items from last meeting </li></ul><ul><li>Agree on what will be discussed in next meeting </li></ul><ul><li>Agree on action items to be accomplished against devp plan </li></ul><ul><li>Proteges and Mentors have one final meeting to share learnings and celebrate their success </li></ul>
  21. 21. <ul><li>The Purpose of the Feedback is: </li></ul><ul><li>To enhance your mentoring relationship and ultimate outcome of your development plan </li></ul><ul><li>Share feedback to recognize accomplishments, and to suggest opportunities for improvement </li></ul><ul><li>Track and Monitor Progress </li></ul>Step 7. On-Line Feedback Tool
  22. 22. Step 8. End of Program Evaluation <ul><li>Protégé and Mentors complete an end of the program evaluation to determine the effectiveness and measure results. </li></ul>
  23. 23. Mentoring Web-Site Demo www.hrtalentpro.com
  24. 24. Tools and Resources <ul><li>Mentor & Protégé </li></ul><ul><li>Benefits of Mentoring </li></ul><ul><li>Mentoring Process Overview </li></ul><ul><li>Mentoring Styles </li></ul><ul><li>Meeting Agenda </li></ul><ul><li>Mentor / Protégé Contract </li></ul><ul><li>Identify Challenge </li></ul><ul><li>Brainstorming </li></ul><ul><li>Action Planning Template </li></ul><ul><li>Feedback Review </li></ul><ul><li>Mentor </li></ul><ul><li>Mentor Discussion Guidelines </li></ul><ul><li>Communicating with your Protégé </li></ul><ul><li>Mentor Roles & Resp </li></ul><ul><li>Protégé </li></ul><ul><li>Protégé Roles & Resp </li></ul><ul><li>Writing S.M.A.R.T. Goals </li></ul><ul><li>Protégé Devp Plan </li></ul><ul><li>Development Resources </li></ul>
  25. 25. Program Flexibility <ul><li>Mandatory: </li></ul><ul><li>Register </li></ul><ul><li>Complete Self-Assessment (Protégé) </li></ul><ul><li>Identify Strengths/Development </li></ul><ul><li>Attend Mentor/Protégé Meetings </li></ul><ul><li>Create and Execute Development Plans </li></ul><ul><li>Provide Feedback: Quarterly and End of Program </li></ul><ul><li>Optional </li></ul><ul><li>Tools (Contract – strongly suggested) </li></ul><ul><li>Can use current development plan </li></ul>
  26. 26. “ 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
  27. 27. If you are interested in implementing an on-line Mentoring Program, please contact us for more information! [email_address] www.hrtalentpro.com

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