The document outlines the steps to successful mentoring relationships. It discusses the roles and responsibilities of mentors and mentees. The seven steps include: learning about mentoring, discussing keys to success, having initial and follow up meetings, concluding the partnership, and considering a formal mentoring program. Mentors are responsible for sharing expertise, expanding networks, and providing feedback. Mentees are responsible for setting goals and being open to learning. The benefits for both include personal and career development.

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

2. 2
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.”
3

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?
4

5. 5
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

6. 6
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

7. 7
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

8. 8
What Are the Mentees’
Responsibilities?
 Devote time to yourself
 Willing to learn
 Able to accept feedback
 Willing to “stretch”
 Ability to identify goals

9. 9
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:
10
 Informal mentoring
 Situational mentoring
 Supervisory mentoring
 Formal facilitated mentoring

11. 11
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

12. 12
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

13. 13
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

14. 14
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
15
 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

16. 16
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
17

18. 18
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

19. 19
Back-Up Charts

20. GODDARD MENTORING
PROGRAM

21. 21
Mentoring Program-Background
 Pilot Program - began January 1997
 Program Evaluation-Issues and
Recommendations
 Institutionalized Goddard Mentoring
Program -June 1999

22. 22
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

23. 23
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

24. 24
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

25. 25
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

26. 26
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

27. 27
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

28. 28
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

29. 29
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

30. 30
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

31. 31
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

32. 32
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

33. 33
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

34. 34
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

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