Building a Successful Mentoring Program: Matching Strategy and Monitoring Matches
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Join us for this webinar to learn about standards 5 and 6, which explore strategies for establishing and monitoring matches. In this session we will discuss the elements of a matching strategy, including possible criteria and recommendations for determining and making a match. In addition, we will discuss the importance of ongoing support and supervision to the success satisfaction and duration of a match, look at the progression of mentoring relationships, and the frequency and purpose of checking in with mentors and mentees throughout the duration of the match. To download the Quality Program Standards and Checklist, please visit: http://www.michigan.gov/mentormichigan/0,1607,7-193--123108--,00.html
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Mentoring involves an experienced teacher providing guidance and support to a new or less experienced teacher. It aims to help novice teachers transition into the profession and continue developing their skills. Some common misconceptions are that mentors have power over mentees, must be older, and take a long time. However, mentoring can be a mutually beneficial relationship regardless of age, last various durations, and involve different communication methods beyond just face-to-face. Setting up formal mentoring programs in institutions can help pair teachers and provide structure to support novice teachers entering the field.
Tools and Techniques for Mentoring
Mentoring has an invaluable role to play in developing leaders in your organisation. This Slideshare outlines some tools and techniques to make mentoring relationships more effective.
To find out more about how you can use mentoring as part of your Talent Development Strategy, download your FREE Talent Development Audit at www.antoinetteoglethorpe.com/talent-development-audit
The Audit will help you assess how effective your talent development strategy. Learn how to increase your competitive advantage; engage, retain and develop your best people; and save serious amounts of time and money.
Download your FREE Talent development Audit at http://www.antoinetteoglethorpe.com/talent-development-audit/
MENTORING POWERPOINT
Mentoring has been widely recognized by top firms as an extremely beneficial career development tool, affecting employees’ success, job satisfaction and turnover rate. Mentoring PowerPoint Presentation Content slides include topics such as: 8 steps of mentoring, 29 points on emotional intelligence, 5 slides on organization’s gains, 6 mentor gains, 5 protégé’s gains and responsibilities, different ways of mentoring, qualifications for a mentor, general rules and guidelines, identifying candidates for protégé, and life cycle of mentoring relationship, increasing the pool of talented people, reducing recruiting and training costs, how to's and much more.
Marketing Your Mentoring Program - Recruit More Mentors
Learn how to market your mentoring program to recruit more mentors and create more mentorships. Learn how to create a marketing plan, create communications and other marketing activities.
Launching an Effective Mentoring Program
1) The document defines mentoring as a collaborative partnership between a mentor with greater skills and experience and a protégé seeking to increase their skills. It discusses the responsibilities and benefits for both mentors and protégés.
2) It recommends establishing a formal mentoring program to help new employees, promote underrepresented groups, and ensure knowledge sharing. A good program can help with retention and development.
3) The document outlines the stages of an effective mentoring relationship - preparing, negotiating goals and expectations, the active enabling stage, and eventual closure as the protégé becomes independent. It provides tips for starting and maintaining successful mentoring partnerships.
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IBM and Reverse Mentoring, presentation for Odense Kommun, May 10th 2010
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Developing Talent and Tapping into Potential Through Corporate Mentoring
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Flash Mentoring: Transferring Knowledge and Experience in a Busy World - ASTD...
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Mentoring For Impactful Learning: Creating Effective Relationships
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Marketing Your Mentoring Program - Recruit More Mentors
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Similar to Building a Successful Mentoring Program: Matching Strategy and Monitoring Matches
Building a Successful Mentoring Program: Mentor Support, Recognition, & Reten...
Join us for this webinar to learn about standards 7 and 8, focusing on mentor support, recognition, and retention, as well as match closure procedures. In this webinar, we will examine how to support and provide recognition to mentors and other volunteers for their hard work and we will discuss the importance of using a formal match closure procedure. We will identify a variety of methods of providing ongoing mentor support, training, supervision, and recognition as well as explore the key aspects of a match closure procedure.
To download the Quality Program Standards and Checklist, please visit: http://www.michigan.gov/mentormichigan/0,1607,7-193--123108--,00.html
Building a Successful Mentoring Program: Orientation and Training
Orientation and Training
This presentation focuses on the essential elements of a comprehensive orientation plan for mentors, mentees, and parents/guardians. Also, we will explore what should be included in the mentor training process, and the importance of these sessions to the success and duration of a match.
To download the Quality Program Standards and Checklist, please visit: http://www.michigan.gov/mentormichigan/0,1607,7-193--123108--,00.html
The recorded version of this webinar is available at: https://www2.gotomeeting.com/register/721534419
Research In Action #5
The document summarizes key findings from research on why youth mentoring relationships end prematurely. It discusses factors related to the youth, mentor, and relationship processes that can influence match duration. Programs can take steps to prevent early endings, such as providing thorough mentor training, screening for consistency, supporting cross-cultural relationships, and monitoring matches through regular contact and support. Addressing common challenges through training and ongoing support can help mentors and youth build strong, enduring relationships.
Partnership Presentation Day 1
This document summarizes the 25th anniversary celebration of an organization that provides mentoring programs. It outlines new leadership training and welcomes several new chapters. It describes resources for coordinators, including an online mentor/mentee database, forms, manuals, and post-secondary student support. The rest of the document outlines the organization's structure, policies, recruitment strategies, screening processes, training, matching procedures, and other operational aspects of running effective mentoring programs.
What's New With TeamMates
This document provides an overview of the organizational structure, policies, procedures, and resources for a school-based mentoring program called TeamMates. It covers the program's elements and standards for recruiting mentors and mentees, screening applicants, providing training, making matches, offering ongoing support, and facilitating closures. The document also addresses fundraising, data collection, and special events.
Mentoring methods and practice
The document summarizes key points from a seminar on youth mentoring programs. It discusses the importance of mutual trust and empathy between mentors and mentees. A successful ratio of effort is recommended at 60-40 or 70-30 mentor to mentee. Program design, management, operations and evaluation are also outlined as important components. Best practices like screening mentors, training, and ongoing support are highlighted.
Building a Successful Mentoring Program: Definition and Recruitment Plan
Standards 1 and 2 of the Quality Program Standards for Youth Mentoring: Definition and Recruitment Plan. We will explore the definition of youth mentoring; discuss tips and strategies for finding and recruiting mentors, and identify the components of comprehensive recruitment plan.
To download the Quality Program Standards and Checklist, please visit: http://www.michigan.gov/mentormichigan/0,1607,7-193--123108--,00.html
The recorded version of this webinar is available at: https://www2.gotomeeting.com/register/186881330
Presentation On Coaching And Counselling
This is one of effective presentations Ive came across..It has been extremely useful in dealing with individual cases.
Cb asa 04.20.11
The Chicago Bridge Mentorship Program aims to provide professional development opportunities for emerging aging professionals. A pilot program in 2010 matched 16 pairs of mentors and mentees who met monthly. Evaluations found mentees grew professionally and mentors felt they contributed to the future of the field. Based on lessons from the pilot, the 2011 program improved structure, communication, and expectations. The program continues to support emerging leaders in aging.
Staff appraisal training
The document provides guidance on conducting effective staff appraisals. It discusses that appraisals should systematically evaluate an employee's job performance, assess training needs, and measure performance against objectives. An effective appraisal includes preparation from both manager and employee, focuses on listening and questioning, and establishes clear objectives and an action plan. Objectives should be SMART - specific, measurable, achievable, realistic and timely. Regular follow up meetings allow objectives to be reviewed and ensure continuous performance improvement.
Best Practices in Nonprofit Impact Measurement , CNM
The document discusses outcomes-based program evaluation and logic models. It provides an overview of outcomes-based evaluation, explains what a logic model is and its components, and outlines the steps to conduct an outcomes-based evaluation using a logic model. This includes developing a logic model, collecting and analyzing data, communicating findings, and using the results for continuous program improvement.
Why Youth Mentoring Relationships End
Part of monthly Quality In Action webinar series hosted by the Mentoring Partnership of Minnesota. Why Youth Mentoring Relationships End with Dr. Renee Spencer, September 2011.
Fundamentals Of Coaching
The document provides an overview of fundamentals for coaching techniques to improve employee performance. It discusses the differences between mentoring and coaching, best practices for side-by-side coaching including giving feedback, and how to plan and structure coaching sessions. The goals of coaching are to improve performance, help people achieve their potential, and help the organization grow.
How To Create & Sustain A Mentorship Program
There have been signs the job market is rebounding, which means you’re going to have to start bringing your A-game again. But perhaps your organization’s financial situation is not quite keeping up with the national job reports. Learn the best ways to welcome entry-level hires and attract new ones. This presentation will give you and your organization the tools needed to start building a better, more cohesive work environment.
Why and How Mentoring Works
This document outlines seven keys to success for mentoring programs: 1) build a clear business case, 2) allow adequate planning time, 3) allocate sufficient resources, 4) promote the program to gain support, 5) prepare participants through training, 6) provide ongoing structure and follow-up, and 7) monitor and evaluate outcomes. It emphasizes the importance of strategic planning, resource allocation, training mentors and mentees, and ongoing evaluation to ensure mentoring programs achieve their objectives.
Kahn mentoring for success3 2009
This document discusses mentoring and mentoring programs. It provides information on defining different types of mentors, including scholarly mentors, co-mentors, career mentors and advisors. It also discusses responsibilities of mentors and mentees. The document outlines workshops provided by the UCSF-GIVI CFAR Mentoring Program and the need to recruit and train new mentors. It concludes that mentoring is important for career development but requires administrative support and funding to be effective.
Supervising Pgme Facilitators Psych Society Conference August 2009
This document discusses supervision models and challenges for non-psychologist group practitioners in New Zealand corrections. It outlines purposes of supervision including improving program delivery, promoting ethics and accountability. Models discussed include developmental stages and roles of consultant, counselor, teacher. Challenges include variation in supervisor/supervisee skills and knowledge, giving negative feedback, and ensuring safe practice. Successes include regular supervision attendance and improved reflection/knowledge.
Directions Respond to the Case Study below using the S.O.A.P. fo.docx
Directions: Respond to the Case Study below using the S.O.A.P. format for 10 possible points. Two points for each category. Remember to include safety, the date, time, age, weather, gender.
You have been hiking all day around Sandia Peak in New Mexico on a warm day in the summer. As you are about to descend down the mountain in the tramway around 4pm, you notice an older male in his 60's who seems to be having breathing problems. As you approach, he complains of shortness of breath, a cough, and chest pain. He is able to speak only a few words at a time and says, "I can't.....catch...my breath." Additional questioning reveals that the man is from out of state and has asthma. He appears to be in considerable distress.
How do you respond?
Chapter 13:
Evaluation:
An Overview
© 2017 Pearson Education, Inc.
Chapter 13 Lecture
1
Background Information on Evaluation
Adequate and appropriate evaluation is necessary for any program regardless of size, nature, and duration.
Two critical purposes of program evaluation are
Assessing and improving quality
Determining program effectiveness
Conducting evaluation and research is a major area of responsibility for health education specialists.
© 2017 Pearson Education, Inc.
Basic Terminology – 1
Evaluation
The process of determining the value or worth of a health promotion program or any of its components based on predetermined criteria or standards of acceptability identified by stakeholders
© 2017 Pearson Education, Inc.
Basic Terminology – 2
Formative Evaluation
Purpose is to improve the overall quality of a program or any of its components before it is too late (i.e., the program concludes)
Attempts to enhance program components before and during implementation
Process Evaluation
Assesses the implementation process in general, and tracks and measures what went well and what went poorly and how these factors contributed to the success or failure of a particular program
Measures the degree to which the program was successfully implemented and generally applies lessons learned in subsequent versions or implementations of the program
Formative and process evaluations are often used interchangeably and have become somewhat synonymous.
© 2017 Pearson Education, Inc.
Basic Terminology – 3
Summative Evaluation
Purpose is to assess the effectiveness of the intervention and the extent to which awareness, attitudes, knowledge, behavior, the environment, or health status changed as a result of a particular program
An umbrella term
Impact Evaluation
Focuses on intermediary measures such as behavior change or changes in attitudes, knowledge, and awareness
Outcome Evaluation
Measures the degree to which end points such as diseases or injuries actually decreased
Impact and outcome evaluations together constitute summative evaluation.
© 2017 Pearson Education, Inc.
Comparison of Evaluation Terms
© 2017 Pearson Education, Inc.
Start of
Implementation
Process
Impact
Outcome
Forma.
Research in Action #4
Issue #4: Fostering Close and Effective Relationships in Youth Mentoring Programs.
This series was developed by MENTOR and translates the latest mentoring research into tangible strategies for mentoring practitioners. Research In Action (RIA) makes the best available research accessible and relevant to the mentoring field
Match Closure Analysis
In this presentation, we explore how your program can approach match closure analysis. We will discuss which closed matches to review and what areas of your program to review. Deciding to conduct a match closure analysis will help your program have longer and stronger matches. In the long run, match closure analysis is an investment that will save you time and more; give you valuable experience; and help you to preserve one of your most valuable resources – your mentors.
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Building a Successful Mentoring Program: Mentor Support, Recognition, & Reten...
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Building a Successful Mentoring Program: Orientation and Training
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Best Practices in Nonprofit Impact Measurement , CNM
Best Practices in Nonprofit Impact Measurement , CNM
Supervising Pgme Facilitators Psych Society Conference August 2009
Supervising Pgme Facilitators Psych Society Conference August 2009
Directions Respond to the Case Study below using the S.O.A.P. fo.docx
Directions Respond to the Case Study below using the S.O.A.P. fo.docx
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This document summarizes an audio webinar about including individuals with disabilities in mentoring programs. It provides instructions for participating in the audio portion via computer speakers or phone, and for asking questions. The webinar will cover recruiting mentors and youth with disabilities, creating an inclusive environment, accommodations, and additional resources. Participants are asked how they have participated in Disability/Inclusion Week.
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This document discusses mentoring as a promising intervention for children of prisoners. It provides an overview of the issue, including that over 2 million children in the US have an incarcerated parent. Children of prisoners face many risks like poverty and instability. The document explores the developmental impacts of parental incarceration on children and how mentoring can help by providing social support and hope. It offers strategies for mentoring programs to address the needs of this vulnerable population, including special training for mentors on the impacts of incarceration.
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Michigan Mentoring Month and National Mentoring Month are designed to generate a concentrated burst of national, statewide, and local media activity. Combine this with community-based activities and you have the recipe to successfully recruit new mentors.
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This document discusses resources for mentoring organizations to promote inclusion of individuals with disabilities. It provides information on recruiting mentors and youth with disabilities, creating an inclusive environment, and considerations for programs. Specific resources are listed, including databases of disability organizations and guidelines for accessibility, accommodations, and inclusive training. Contact information is provided for organizations supporting inclusion and mentoring programs in Michigan.
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The document discusses Research in Action, a series developed by MENTOR that translates mentoring research into strategies for practitioners. It focuses on the first issue which highlights research showing mentoring promotes positive youth development. Mentoring provides important developmental assets for youth like increased social relationships and academic success. Effective programs incorporate features like sustained adult-youth relationships, life skills building, and youth leadership to develop qualities in youth like competence, confidence, and character. The issue provides mentors with ways to support these qualities in their mentees.
Research In Action #6
Issue #6: School-Based Mentoring
The Research In Action series was developed by MENTOR and translates the latest mentoring research into tangible strategies for mentoring practitioners. Research In Action (RIA) makes the best available research accessible and relevant to the mentoring fiel
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The Mentor Michigan Census (MMC) is a survey of organizations operating mentoring programs in the state with the primary purpose of understanding the scope and nature of mentoring and mentoring organizations in Michigan. This presentation provides an overview of thhe results of the Wave VII of the Mentor Michigan Census, conducted from September 11 until October 9, 2009.
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Research In Action #2
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This series was developed by MENTOR and translates the latest mentoring research into tangible strategies for mentoring practitioners. Research In Action (RIA) makes the best available research accessible and relevant to the mentoring field.
Research In Action #3
Issue 3: Program Staff in Youth Mentoring Programs: Qualifications, Training, and Retention.
This series was developed by MENTOR and translates the latest mentoring research into tangible strategies for mentoring practitioners. Research In Action (RIA) makes the best available research accessible and relevant to the mentoring field.
Research in Action #7
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This series was developed by MENTOR and translates the latest mentoring research into tangible strategies for mentoring practitioners. Research In Action (RIA) makes the best available research accessible and relevant to the mentoring field.
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Mentoring Immigrant And Refugee Youth: Part 1
Part 1
This presentation explores "Mentoring Immigrant Youth: A Toolkit for Program Coordinators." This toolkit is designed by MENTOR to help mentoring organizations better understand and serve America's growing immigrant and refugee youth population.
The toolkit has 10 modules addressing topics such as population characteristics, an immigrant youth needs assessment, recommendations for working with these populations, defining program parameters, cultural competence topcs, and matching mentors with immigrant youth,
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Men In Mentoring Toolkit
This document provides guidance and talking points for effectively recruiting men to become mentors. It outlines key steps in the recruitment process, including raising awareness of the need for mentors, helping men understand the impact of role models through sharing stories, making men comfortable that they have the skills to succeed, providing clarity around the time commitment, and emphasizing that the goal is success through simply being there for a child. Specific suggestions are offered for framing these points in group versus individual settings.
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