Mentoring for success

1. Mentoring for Success
What does it take to be a Mentor?
What does it take to be a Mentee?

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Seven Steps
1. Learn what mentoring is all about
2. Discuss keys to successful mentoring
3. Have your first meeting
4. Continue the partnership
5. Have a six month check-up
6. Conclude the mentoring partnership
7. Consider participating in the Goddard Mentoring
Program

3. Step One: Learn What Mentoring
Is All About
 The mentoring partnership is an agreement
between two people sharing experiences and
expertise to help with personal and professional
growth.
 “In it’s simple form it is people helping people
grow and develop.”
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4. Step One: Learn What Mentoring
is All About (cont’d)
 To learn about mentoring, you need to
know:
 What does it take to be a mentor?
 What are the mentors responsibilities?
 What does the mentor get out of it?
 What are the mentee responsibilities?
 What does the mentee get out of it?
 What are the different types of mentoring?
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What Does it Take to Be a
Mentor?
 Desire
 Time
 Reality Check (i.e., in touch with organization
structure)
 Experience/Wisdom
 Individual career development plan

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What Are the Mentors’
Responsibilities?
 Share organizational insight
 Expand mentees network
 Act as a sounding board
 Assist mentee with setting developmental
goals
 Provide developmental feedback

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What Does the Mentor Get Out
of it?
 Pass on successes
 Practice interpersonal & management skills
 Expand their horizons
 Recognition
 Gain more than the mentee does

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What Are the Mentees’
Responsibilities?
 Devote time to yourself
 Willing to learn
 Able to accept feedback
 Willing to “stretch”
 Ability to identify goals

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What Does the Mentee Get Out
of It?
 Listening ear
 Valuable insight
 Understandings of strengths and
opportunities for improvement
 Doors opened
 Different perspective

10. What Are the Different Types of
Mentoring?
 It is important to understand that there
are several types of mentoring:
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 Informal mentoring
 Situational mentoring
 Supervisory mentoring
 Formal facilitated mentoring

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Step Two: Discuss Keys to
Successful Mentoring
 Establish a mentoring agreement
 Commit to partnership
 Discuss “no-fault” termination
 Have a six month check-ups
 Create a mentee development plan

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Step Three: Have Your First
Meeting
 Schedule a face-to-face meeting
 Discuss mentee and mentor expectations
 Choose a location free from distractions
 Discuss when you will meet and how often
 Discuss when it’s okay to phone
 Agree to confidentiality
 Get to know each other

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Step Four: Continue the
Partnership
 Mentor will use listening, counseling,
coaching, career advising, and goals setting
to help mentee make progress on their
Career Development Plan Goals
 Expand available options
 Explore referral resources
 Build self-esteem
 Evaluate each meeting

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Step Five: Have a Six-month
Check-up
 Describe progress (i.e, what’s working,
what’s not working, what do we need to
change)
 Review Career Development Plan
 Ask questions

15. Reasons to Conclude Mentoring
Partnership
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 If your mentor moves into the same
management chain
 If your mentor moves into a different
directorate
 Discomfort in the relationship
 If you grow in your career and the
relationship is no longer valuable

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Step Six: Conclude the
Mentoring Partnership
 Many partnerships continue
 Notify if you decide to end it early
 Give feedback
 Review and revise goals
 Express gratitude

17. Step Seven: Consider Participating in
the Goddard Mentoring Program
 Center-wide Formal Mentoring Program
 1-year in length
 Will provide additional tools and resources
to enable your mentoring partnership to be
successful
 Opportunity to network formally and
informally with other mentors and mentees
across the Center
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For more Information
 OHR Mentoring Web-site
 AETD Minority Career Mentoring Program
Web-site
 Flight Programs Project Directorate Web-Site
 Business Information Management Center
Web-site
 Mentoring Program Coordinators

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Back-Up Charts

20. GODDARD MENTORING
PROGRAM

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Mentoring Program-Background
 Pilot Program - began January 1997
 Program Evaluation-Issues and
Recommendations
 Institutionalized Goddard Mentoring
Program -June 1999

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Program Purpose
 Provide opportunity for all Goddard
employees to benefit from mentoring
relationship
 Provide structure for mentoring
relationships
 Provide networking opportunities
 Support goal 4, strategies 2 and 3 of the
strategic implementation plan

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Program Goals
 Gain exposure and access to different levels
throughout the NASA Community
 Gain an understanding of organizational values,
relationships and unwritten rules
 Recognize skills needed for success at NASA
 Make realistic, achievable career plans
 Identify developmental opportunities

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Mentoring Program-
Matching Process (Cont.)
 Identify and Select a Pool of Mentors
 Issue Center-wide announcement requesting Mentors
 Mentor Information Form and format for a career
profile will be included with Announcement
 Review Submissions and finalize selections for mentors
 Market Program
 Issue Center-wide announcement for Protégés
 Protégé Information Form and format for a career
profile will be attached to Announcement

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Mentoring Program-
Matching Process (Cont.)
 Hold Joint Orientation Session
 Brief participants on Program requirements
 Provide participants with matching forms and guidelines for
selecting a mentors and protégés
 Selection Process
 Protégés will review profiles, research potential mentors and
submit a matching form to the Mentoring Program Coordinator
 Forms will be be reviewed by Mentoring Program
Coordination Team
 Match Mentors and Protégés
 Notify Mentors and Protégés of Matches

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Mentoring Program-
Roles and Responsibilities
Protégés
 Meet with Mentor at least once a month during normal work
hours
 Develop a Mentoring Action Plan with feedback from mentor
and supervisor
 Attend formal mentoring training, progress reviews and
mentoring forums
 Participate in 360 multi-rater feedback process
 Keep supervisors informed
 Give feedback on mentoring progress and design

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Mentoring Program-
Roles and Responsibilities (Cont.)
Mentor
 Meet at least once a month
 Attend formal mentoring training
 Share organizational insight
 Act as a sounding board
 Expand protégés network
 Assist protégé in setting developmental goals
 Provide Developmental feedback
 Accompany protégé to one face-to-face meeting with protégés
supervisors
 Give feedback on mentoring program progress and design

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Mentoring Program-
Roles and Responsibilities (Cont..)
Supervisor
 Attend Program Orientation Session
 Meet with mentor and protégé to provide
collaboration input & sign-off on the Mentoring
Action Plan
 Provide flexibility in work schedule
 Support the protégé during the mentoring process

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Program Design
 Length 1-Year
 Systematic matching of mentors and protégés
 Joint Program Overview session potential mentors,
protégés, and supervisors
 2-day Orientation Session for mentors and protégés
 360 Feedback Assessment for protégés
 Mentor Experiential Coach Training
 Monthly meetings between mentor and protégés

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Program Design (Cont.)
 Mentoring Agreement
 Mentoring Action Plans
 Developmental Assignments
 Networking Opportunities
 Monthly Mentoring Forums-Informal
Brown Bags
 Mid-Year and End -of Year Assessments
 Formal Recognition Ceremony

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Mentoring Forum ‘Brown Bag”
Lunch Topics
 Mentoring Forum Topics
 Coaching
 Listening Skills
 Introduction to Journey Guide Training
 Giving and Receiving Feedback
 Career Concepts
 Individual Development Planning
 Book Discussions
 Other Topics TBD by participants

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Relat ionship Between Goddard Mentoring
Program and Other Mentoring Programs
Goddard
Mentoring
Program
•Formal Mentoring Training
Other NASA/GSFC •Mentoring Forums
Programs
Flight Projects
and Programs
Career Development
Program
Professional Intern
Program (PIP)
Financial/Resources
Management
Career Development
Program
Applied Engineering
Technology Directorate
Minority Career
Mentoring Program

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2000-2001 Program Schedule
 Call for Mentors and Protégés issued on August
21, 2000.
 Applications due on September 13, 2000
 Goddard Mentoring Program Overview scheduled
for September 26, 2000
 Goddard Mentoring Program Orientation Session
scheduled for October 11, 2000
 Dynamic Mentoring Workshop scheduled for
November 7-8, 2000 & December 4-5, 2000

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2000-2001 Program Schedule
(cont’d)
 Mentoring forums conducted December
2000-October 2001
 Mid-Year progress report on April 2, 2001
 Annual Review and Formal Recognition
Ceremony on November 7, 2001

35. Contact us
Parveen Kumar Chadha… THINK TANK
(Founder and C.E.O of Saxbee Consultants)
Email :-saxbeeconsultants@gmail.com
Mobile No. +91-9818308353
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