This document provides information and resources for establishing a mentoring program. It defines the differences between mentoring and coaching, outlines various mentoring models and tools like the GROW model. It offers templates for goal setting, initial mentor questions, and a formal mentoring agreement. Checklists are provided for creating an in-house program and evaluating if one is suitable. References include websites for mentoring programs at various universities. The document aims to equip readers with knowledge for developing and implementing an effective mentoring initiative.
This presentation comprises a total of twenty two slides. Each slide focuses on one of the aspects of Reverse Mentoring PowerPoint Presentation Slides with content extensively researched by our business research team. Our team of PPT designers used the best of professional PowerPoint templates, images, icons and layouts. Also included are impressive, editable data visualization tools like charts, graphs and tables. When you download this presentation by clicking the Download button, you get the presentation in both standard and widescreen format. All slides are fully customizable. Change the colors, font, size, add and remove things as per your need and present before your audience. http://bit.ly/3bXTFPI
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and Role Models - Best Practices in Many Cultures
Katy Dickinson, Founder, Mentoring Standard
Voices 2015 www.globaltechwomen.com
Wed March 11 8:30 PST
Wed March 11 11:30 EST
Wed March 11 15:30 UTC
Wed March 11 21:00 IST
Thu March 12 2:30 Sydney
Session Length: 1 Hour
Mentoring is a professional methodology with remarkably good payback. This talk will present how mentors, mentees, and their home organizations can make the most of this best practice, including how to start up and measure a mentoring program. Examples will come from successful corporate, governmental, and school-based mentoring programs in Brazil, China, India, the USA, Europe, Africa, and the Middle East. Program success in one Engineering company was measured at over 1,000% return on investment (ROI) with more than twice the normal promotions, 93% satisfaction, 88% mentors working remotely from mentees in 30 global sites, and 70% executive mentors. Many of the stories will come from the U.S. State Department's TechWomen mentoring program for STEM professional women. Since 2011, 250 mentors from 89 Silicon Valley companies have hosted TechWomen Emerging Leaders from the Middle East and Africa who then return to their home countries to be mentors and role models for girls and young women. Illustrations for the talk will come from sources including the "Notable Women in Computing Card Deck" Kickstarter project and the "TechWomen Emerging Leaders from the Middle East and Africa" project.
About Katy: Katy Dickinson designs and manages successful mentoring programs in the Americas, Africa, the Middle East, Europe, and Asia. She has held senior executive roles at Everwise, People to People, MentorCloud, Huawei, and Sun Microsystems. At Sun, she created and managed the global Engineering mentoring programs for ten years, after creating and managing the Sun Labs archiving system, the Software development life cycle process, and other large corporate infrastructure.
Katy Dickinson was the Process Architect for the first class of the U.S. State Department’s TechWomen mentoring program for the Middle East and Africa. She is an Accredited Mentor, University of the South - School of Theology, Education for Ministry program. Member of the Anita Borg Institute Advisory Board. Lecturer for the University of California at Berkeley Engineering class on entrepreneurship. Katy Dickinson was graduated from the University of California at Berkeley with high honors and distinction. She is an author, speaker, and popular blogger.
“A lot of people have gone further than they thought they could, because someone else thought they could.”
- Zig Ziglar, author
This primer is for those who are keen to mentor others.
This presentation comprises a total of twenty two slides. Each slide focuses on one of the aspects of Reverse Mentoring PowerPoint Presentation Slides with content extensively researched by our business research team. Our team of PPT designers used the best of professional PowerPoint templates, images, icons and layouts. Also included are impressive, editable data visualization tools like charts, graphs and tables. When you download this presentation by clicking the Download button, you get the presentation in both standard and widescreen format. All slides are fully customizable. Change the colors, font, size, add and remove things as per your need and present before your audience. http://bit.ly/3bXTFPI
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and Role Models - Best Practices in Many Cultures
Katy Dickinson, Founder, Mentoring Standard
Voices 2015 www.globaltechwomen.com
Wed March 11 8:30 PST
Wed March 11 11:30 EST
Wed March 11 15:30 UTC
Wed March 11 21:00 IST
Thu March 12 2:30 Sydney
Session Length: 1 Hour
Mentoring is a professional methodology with remarkably good payback. This talk will present how mentors, mentees, and their home organizations can make the most of this best practice, including how to start up and measure a mentoring program. Examples will come from successful corporate, governmental, and school-based mentoring programs in Brazil, China, India, the USA, Europe, Africa, and the Middle East. Program success in one Engineering company was measured at over 1,000% return on investment (ROI) with more than twice the normal promotions, 93% satisfaction, 88% mentors working remotely from mentees in 30 global sites, and 70% executive mentors. Many of the stories will come from the U.S. State Department's TechWomen mentoring program for STEM professional women. Since 2011, 250 mentors from 89 Silicon Valley companies have hosted TechWomen Emerging Leaders from the Middle East and Africa who then return to their home countries to be mentors and role models for girls and young women. Illustrations for the talk will come from sources including the "Notable Women in Computing Card Deck" Kickstarter project and the "TechWomen Emerging Leaders from the Middle East and Africa" project.
About Katy: Katy Dickinson designs and manages successful mentoring programs in the Americas, Africa, the Middle East, Europe, and Asia. She has held senior executive roles at Everwise, People to People, MentorCloud, Huawei, and Sun Microsystems. At Sun, she created and managed the global Engineering mentoring programs for ten years, after creating and managing the Sun Labs archiving system, the Software development life cycle process, and other large corporate infrastructure.
Katy Dickinson was the Process Architect for the first class of the U.S. State Department’s TechWomen mentoring program for the Middle East and Africa. She is an Accredited Mentor, University of the South - School of Theology, Education for Ministry program. Member of the Anita Borg Institute Advisory Board. Lecturer for the University of California at Berkeley Engineering class on entrepreneurship. Katy Dickinson was graduated from the University of California at Berkeley with high honors and distinction. She is an author, speaker, and popular blogger.
“A lot of people have gone further than they thought they could, because someone else thought they could.”
- Zig Ziglar, author
This primer is for those who are keen to mentor others.
How to Create Mentoring Programs That Work | Webinar 05.26.15BizLibrary
So, you think a mentoring program might be a good idea? Or maybe you’ve started one, but it’s lost its steam? Most organizations don’t think of mentoring as a formal strategy. Here’s a question to consider, how much does it cost to lose a professional employee? According to Fortune Magazine it costs $50k to $100k and key leaders cost even more!
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
Mentoring is very important aspect in organization management for proper grooming, growth and development of new entrant in an organization.This presentation will introduce u about the various aspects,method ad straties of mentoring.
Presented at ACPA 2009, Washington DC.
Abstract: According to John Crosby, “mentoring is a brain to pick, an ear to listen and a push in the right direction.” Designed for mentors and mentees alike, this session will use storytelling, presentation, group discussion, and reflection to help participants create and refine a purposeful mentoring relationship in support of both the mentor’s and mentee’s professional development.
APM webinar sponsored by the Midlands branch on 30 September 2021.
Speaker: Richard Tulley
Designed for project professionals at all career levels who would like to understand how being mentored and/or being a mentor can positively impact both personal and professional development.
Also beneficial for project professionals who just wanted to explore or understand the nature of mentoring.
By joining this event you can understand how being a mentor and being mentored will make a significant difference to your own personal and project management career development.
Richard Tulley will explain the principles of mentoring, explore the developmental benefits, identify the key skills and going on to explain how mentoring can help your development.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
How to Create a Mentoring Program That Works | Webinar 08.18.15BizLibrary
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
Ipdc training 2014 mentoring & coaching skills Bun Sucento
IPDC TRAINING & CONSULTING - FACT SINCE 2000
Trained more than 15,000 participants (Top executives, senior managers, middle managers and professionals) in combined 12 years both in in-house and public programs setting
Served more than 650 major clients across industries, sectors and regions, including Vietnam, Malaysia, Thailand.
Run more than 350 different workshops or training programs on yearly basis
Has Partnership with several major training institutions in overseas region.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
The objective of Supervisor/Manager Training is to develop professional skills in all levels of employees that will help to assure the future success of both the participants and their organizations.
The workplace is witnessing more changes than ever before. These changes are influencing more people to question the future direction and economic stability of organizations. People need to adjust to these changes and find comfort in their future by becoming proactive. We can identify the most significant change as competitive intensity.
John P. Kotter, in his book The Leadership Factor 1988, says:
“...More and more, the need for leadership doesn’t stop at the executive level either. Corporations are finding that even lower-level managerial, professional, and technical employees sometimes need to play a leadership role in their arena”.
We offer a customized approach to promote professional development and provide participants with a unique and transformational learning experience. We will offer: modular format of half and one-day programs, lecture series, webinars, and work with clients to customize high-impact learning experiences to meet specific organizational objectives. During the modular training all participants are asked to complete an accompanying assessment and action plan. Following is an outline of ten different workshops from which to choose your customized learning approach for your organization.
Whether the participants are experienced people who want to expand professional skills or inexperienced just learning the skills, we will offer programs to suit their diverse needs.
How to Create Mentoring Programs That Work | Webinar 05.26.15BizLibrary
So, you think a mentoring program might be a good idea? Or maybe you’ve started one, but it’s lost its steam? Most organizations don’t think of mentoring as a formal strategy. Here’s a question to consider, how much does it cost to lose a professional employee? According to Fortune Magazine it costs $50k to $100k and key leaders cost even more!
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
Mentoring is very important aspect in organization management for proper grooming, growth and development of new entrant in an organization.This presentation will introduce u about the various aspects,method ad straties of mentoring.
Presented at ACPA 2009, Washington DC.
Abstract: According to John Crosby, “mentoring is a brain to pick, an ear to listen and a push in the right direction.” Designed for mentors and mentees alike, this session will use storytelling, presentation, group discussion, and reflection to help participants create and refine a purposeful mentoring relationship in support of both the mentor’s and mentee’s professional development.
APM webinar sponsored by the Midlands branch on 30 September 2021.
Speaker: Richard Tulley
Designed for project professionals at all career levels who would like to understand how being mentored and/or being a mentor can positively impact both personal and professional development.
Also beneficial for project professionals who just wanted to explore or understand the nature of mentoring.
By joining this event you can understand how being a mentor and being mentored will make a significant difference to your own personal and project management career development.
Richard Tulley will explain the principles of mentoring, explore the developmental benefits, identify the key skills and going on to explain how mentoring can help your development.
Richard will share his experience and insight from his role at Sopra Steria and its approach to developing a practice of over 400 project professionals.
How to Create a Mentoring Program That Works | Webinar 08.18.15BizLibrary
Mentoring can help you address key business issues like succession planning, manager and supervisor development, rapid growth, attracting and retaining top talent, training reinforcement and diversity. In this webinar we’ll discuss how mentoring will help you overcome key business challenges and provide 7 key steps to create a program that will actually work and improve organizational productivity and performance.
www.bizlibrary.com
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
Ipdc training 2014 mentoring & coaching skills Bun Sucento
IPDC TRAINING & CONSULTING - FACT SINCE 2000
Trained more than 15,000 participants (Top executives, senior managers, middle managers and professionals) in combined 12 years both in in-house and public programs setting
Served more than 650 major clients across industries, sectors and regions, including Vietnam, Malaysia, Thailand.
Run more than 350 different workshops or training programs on yearly basis
Has Partnership with several major training institutions in overseas region.
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
The objective of Supervisor/Manager Training is to develop professional skills in all levels of employees that will help to assure the future success of both the participants and their organizations.
The workplace is witnessing more changes than ever before. These changes are influencing more people to question the future direction and economic stability of organizations. People need to adjust to these changes and find comfort in their future by becoming proactive. We can identify the most significant change as competitive intensity.
John P. Kotter, in his book The Leadership Factor 1988, says:
“...More and more, the need for leadership doesn’t stop at the executive level either. Corporations are finding that even lower-level managerial, professional, and technical employees sometimes need to play a leadership role in their arena”.
We offer a customized approach to promote professional development and provide participants with a unique and transformational learning experience. We will offer: modular format of half and one-day programs, lecture series, webinars, and work with clients to customize high-impact learning experiences to meet specific organizational objectives. During the modular training all participants are asked to complete an accompanying assessment and action plan. Following is an outline of ten different workshops from which to choose your customized learning approach for your organization.
Whether the participants are experienced people who want to expand professional skills or inexperienced just learning the skills, we will offer programs to suit their diverse needs.
The mission of the Physician Coaching Process is to help Physicians (Coachees) develop and achieve their individual professional and personal goals. By going through this developmental process, the Physicians will develop personal skills and implement their, strengthen skills and become a vital part of the professional growth plan. Physicians will focus on personal and professional development, enhanced performance, development of direct reports, being able to present ideas clearly and appropriately, and learning how to be an integral part of their practice or hospital. Physicians have unique pressures for performance with high expectations of being correct. The key to success is to ensure the Physician’s achievement of a professional plan for growth and or change. It is up to the Physician, working with the coach to evaluate potential and define an appropriate personal strategic plan.
Practice Paper: Addressing FAQs About MentoringAnnie Lo
This practice paper was prepared by Mr. Stanley Chak to share his insights on mentoring. Mr. Chak holds an MBA (Henley Management College) and an MS in E-Commerce Management (The Hong Kong University of Science & Technology).
The Future of Work | Workshops4teams.comMichael Friis
The purpose of this workshop is to gain valuable insights into the future of work, a chance to explore some practical and thought provoking exercises and take action individually and as a team to get future ready.
Ideally used for:
Teams who potentially face significant disruption from technology in the coming years, teams who are wanting to build their resilience and growth through change, and teams who have come through significant change and are wanting to re-set
Teams who want to proactively get ahead of disruption and get on top of the issues
Team Performance Objectives:
The team learns how automation, artificial intelligence and digitisation are changing the world of work and threatening many of our jobs
The team learns how we can adapt to these changes and learn ways to thrive in this new world
The team members uncover personal insights and gain awareness about themselves and useful tools for setting bold goals and changing behaviour
The team explores how to ensure it transforms and stays relevant and what changes it must make to ensure this.
"What are the challenges that female researchers face? What kind of support i...MarikaKowalska1
Presentation from the webinar „What are the challenges that female researchers face and what support is useful?” led by dr Hilde Janssens from the Institute of Science and Technology Austria, 2.07.2020
Presentation of the best practices from the webinar “Making a career in research attractive to next generations” led by Eduardo Lorda from the Agency for Management of University and Research Grants, 28.05.2020
"Making a career in (European) research institutions more attractive to the n...MarikaKowalska1
Presentation from the EURAXESS webinar "Making a career in (European) research institutions more attractive to the next generations" led by Gabriela Teodorescu from Valahia University of Targoviste, 28.05.2020
"Career Development at the University of Vienna" - Lucas ZinnerMarikaKowalska1
Presentation of the best practices from the webinar "Setting up Career Development Centre" led by Lucas Zinner from the University of Vienna, 18.03.2020
"Setting up Career Development Centre" - Marjolaine le GalloMarikaKowalska1
Presentation from the EURAXESS webinar "Setting up Career Development Centre" led by Marjolaine le Gallo from the Western Britanny University (UBO), 18.03.2020.
Boosting research careers, brief story from Poznań - Paweł Kaczmarek, 30.01.2020MarikaKowalska1
Presentation shows best practices in the topic of funding opportunities for researchers. It was conducted by Paweł Kaczmarek from Poznań Science and Technology Park in Poland.
Funding opportunities for researchers- Dr. Sara Banu Akkaş & Dr. Asuman Özgür...MarikaKowalska1
The presentation is about Funding Opportunities for Researchers. It was conducted by Dr. Sara Banu Akkaş & Dr. Asuman Özgür Keysan from Middle East Technical University in Turkey.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
3. Coaching versusCoaching versusCoaching versusCoaching versus mentoringmentoringmentoringmentoring
Mentoring Coaching
Focus is on career and personal
development
Focus is generally on development/issues at
work
More long-term and takes a broader view of
the person
Short-term (sometimes time-bounded) and
focused on specific development
areas/issues
Mentor is usually more experienced and
qualified than the ‘mentee’. Often a senior
person in the organisation who can pass on
knowledge, experience and open doors to
otherwise out-of-reach opportunities
Coaching is generally not performed on the
basis that the coach needs to have direct
experience of their client’s formal
occupational role, unless the coaching is
specific and skills-focused
Ongoing relationship that can last for a long
period of time
Relationship generally has a set duration
Can be more informal and meetings can take
place as and when the mentee needs some
advice, guidance or support
Generally more structured in nature and
meetings are scheduled on a regular basis
Agenda is set by the mentee, with the
mentor providing support and guidance to
prepare them for future roles
The agenda is focused on achieving specific,
immediate goals
Source: https://www.vitae.ac.uk/doing-research/leadership-development-for-principal-
investigators-pis/developing-individual-researchers/mentoring-and-coaching-researchers
4. Types of
mentoring
Source: Garcia paper n° 13 : Toolkit for
setting up a self tailored mentoring
programme for researchers,page 15
http://garciaproject.eu/wp-
content/uploads/2016/10/GARCIA_working_papers_
13.pdf
5. Mentoring MapSource: Garcia paper n° 13 : Toolkit for setting up a self tailored mentoring programme for researchers, page 17
6. Swot analysis
Source: Garcia paper n° 13 : Toolkit for setting up a self tailored
mentoring programme for researchers, page 27
7. GROWGROWGROWGROW Model forModel forModel forModel for structuringstructuringstructuringstructuring mentoringmentoringmentoringmentoring/coaching sessions/coaching sessions/coaching sessions/coaching sessions
• Goal: What is the desired outcome?
• Reality: What is currently happening?
• Options: What could you do?
• Will: What will you do?
(G. Alexander, A. Fine and John Whithmore)
Many references on the GROW model can be found. See i.e. https://www.mindtools.com/pages/article/newLDR_89.htm
8. Goal setting exercise- a template to
help mentees defining their goals
• 1. What do you want out of life?
• 2. What professional positions or roles would you like to have in your career?
• 3. Where do you want to be one year from now? What about three years from
now? Or five years
• from now?
• 4. Can you achieve your career objectives with your current skill set? If not,
what skills or training
• might you need to reach your career objectives?
• 5. What will you be able to do as a result of achieving your goal? Or, how will
your life be different as a
• result of achieving your goal?
• 6. What character traits and competencies do you need to obtain your
objectives? Do you have these
• traits and competencies or do you need to develop them?
• 7. Are your objectives consistent with your philosophy of life?
(http://www. insuranceinstitute.ca)
9. Initial questions to the mentor
• Are my career success goals still appropriate?
• Have I chosen the right signifiers of success?
• Have I got my priorities right for to uncover mismatches between effort
and impact?
• What else should I be thinking about at this stage?
Really helpful in the context of monitoring your progress when you need a
clear perspectives on things done and thing still to do
Being able to monitor your progress is an essential skill for most positions,
allowing you to better organise your workload and to ensure that you're
taking regular, well-structured steps towards achieving goals. In the
context of a research leadership career it can be more challenging, since
the outcomes may be less easily quantified
10. After your 1st meeting, as mentee,
ask yourself these questions:
• Do they understand your goals?
• How often are they available to meet?
• Do they have the same philosophy towards work/life
balance as you?
• Have they been a successful mentor in the past?
• What is their mentorship philosophy?
• Do they seem supportive?
• Do you get along?
• Would you feel comfortable coming to them with a
problem?
11. When is it over?
When they have reached their goals or when mentees and
mentors believe it is time to move on, they should end the
relationship.
Formally ending the relationship will help them maintain good
relations going forward.
This could be expressly stated in the ‘rules of the game’
prepared for both mentors and mentees by the organization.
12. A switch in perspective : how
mentees can support mentors ;-)
• Remember, you have valuable skills to share. What could you teach your
mentor that would make their life easier?
• Junior members of staff and postgraduates usually have social media
skills; advice that a mentor without those skills would find valuable.
• Just because someone is further along the career path does not mean
that they know everything. I have supervised students who had brilliant
ideas and approached problems with a fresh perspective.
• Carving out a successful academic career can be difficult, with many
setbacks along the way. Having someone on your side as your champion
can make all the difference to succeeding in building your academic
track-record.
• Good mentors, especially awesome mentors, are hard to find. In the
meantime, to widen your knowledge, consider taking advantage of
blogs, forums, as sources of inspiration.
13. Is an in-house mentoring program
right for your organisation?
Mentoring Advantage programme of CIP Society, a division of the Insurance Institute, Canada
(http://www. insuranceinstitute.ca) suggest to Answer true or false quiz for organizations:
1. Mentoring is ideal for helping staff with issues of work/life balance.
2. Our managers are expected to coach their staff on a variety of things, so mentoring is not
needed.
3. Acting as a mentor can improve the person’s job performance.
4. Having a mentoring program can create a climate of favouritism.
5. Our organization has an Employee Assistance Program (EAP), so we don’t need a mentoring
program.
6. The skills necessary to be an effective mentor cannot be taught so if our organization doesn’t
have people with solid mentoring skills the program will flop.
7. Workers who have been mentored are more inclined to act as mentors.
8. Once a mentoring program is solidly established, monitoring is not important.
9. Mentoring goes hand-in-hand with training and development initiatives as well as performance
evaluation.
10. Our organization cannot afford to institute an in-house mentoring program.
Answers can be found on : https://www.insuranceinstitute.ca/-/media/Mentoring/Mentoring-PDF-tools/True-or-false-quiz-
for-organizations.pdf
15. Mentoring programme
Here are some ways to signal your organization’s commitment to a mentoring
programme:
• Include top management in the program design and administration.
• Market the program to staff
• Tell about the program when recruiting
• Encourage top leaders to participate as mentors
• Let program participants use work time for their mentoring activities.
• Reward staff for participating
• Hold events that spotlight the program (for example, a kickoff) and ensure
that high-level management attend the events
• Ensure the program administrator is effective, approachable, and available:
this is Euraxess staff
16. A checklist for creating an in-
house mentoring program
Set Organizational Goals for the Program
- Assess how the program fits with other human resource policies and goals
Set the Program Objectives
- Articulate desired outcomes (for example, if the goal is to increase retention, a program goal might be to
increase staff retention rates by 10% over two years)
- Articulate the program goals mentors can expect
- Consider whether any structural changes need to be made to support the program (for example, does the
performance-appraisal system need to be modified to include reference to the program?)
Set Program Evaluation /Measurement Standards
- Articulate what outcomes to measure. Consider: qualitative and quantitative outcomes + individual
outcomes and program outcomes
- Articulate short-term and long-term program evaluation criteria
- Consider how KPIs will be designed to measure results
Decide Who Will Participate
- Articulate mentor eligibility criteria
- Articulate mentee eligibility criteria
- Address how mentors/mentees will be recruited and whether participation will be voluntary or required
- Consider mentor “reward/compensation” for participating (and if so, how)
- Address whether/how to integrate the program into the performance-appraisal process
Choose Mentoring Model(s)
- Consider which mentoring model(s) are best suited given: program goals & pool of participants
(http://www. insuranceinstitute.ca)
17. Formal agreement? An example
We [fill in the names of the mentor and mentee] have met and have decided to commit to
working together in a mentor/mentee relationship.
Goals and objectives
• We agree to enter into a mentoring relationship to focus on: [list the goals and objectives
you have set]
We agree to work together on the following to help the mentee achieve the goals and
objectives described above: [list specific actions you may have agreed upon]
Ways of working together: To help ensure that the relationship is beneficial and satisfying for
both of us, we have also discussed and agreed on the ways we will work together, including:
• We agree to do our best to meet [fill in how often and by what method(s), for
example, in person, by phone, e-mail, etc.]
• We agree to the following guidelines: [fill out any other guidelines you have
established – if there aren’t any, you can omit this item]
Feedback: We agree to be open to feedback and we agree to provide feedback respectfully,
honestly, and professionally.
Confidentiality: We agree that confidentiality is critical and we agree that we will not
mention to anyone else anything we learn about each other or anything that we discuss
unless both of us agree – in advance – that we may share anything we learn as a result of this
relationship.
Professionalism and ethics: We agree to behave professionally and to adhere to the CIP
Society’s Code of Ethics.
(http://www. insuranceinstitute.ca)
19. References
- Vitae UK: Mentoring and coaching researchers - https://www.vitae.ac.uk/doing-
research/leadership-development-for-principal-investigators-pis/developing-individual-
researchers/mentoring-and-coaching-researchers
- Professional Skills for Research Leaders – Course on« Developing and consolidating your
research career » – ULiege Mentoring programme
• What advice would you give researchers on using their career plan? - Dr Eithne O'Connell
Senior Lecturer in Translation Studies, Dublin City University
• Towards a successful mentor-mentee relationship -
https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/26/top-tips-for-a-
successful-mentor-mentee-relationship/
• How To Be A Great Mentee And Mentor - Roberta Matuson,
https://www.forbes.com/sites/robertamatuson/2018/11/14/how-to-be-a-great-mentee-
and-mentor/
• Institut d’assurance - https://www.insuranceinstitute.ca/fr/Mentoring/about-
mentoring/what-is-mentoring
• Coaching for performance. Whitmore, J. (1993), Nicholas Brearley Publishing Ltd.
• Improving Academic Mentoring Relationships and Environments - Kent L. Gee, Univesity
Provo
• How to mentor graduate students, A guide for Faculty, Rackham Graduate School,
University of Michigan
• A full online course about mentoring at the workplace… If you have time…
https://study.com/academy/course/mentoring-coaching-in-the-workplace.html
20. FESTA Strategic Career Manager
• FESTA Strategic Career Manager (SCM) is a software application to
support junior to mid- level female researchers and academics in
managing their careers in academia. Populated with data derived
from interviews with 106 academics and researchers in Bulgaria,
Denmark, Ireland and Turkey, it is a user-friendly, web-based
decision support system, which provides users with a personalised
career profile and guides them to make strategic career decisions in
order to progress their academic careers.
• In the FESTA-SCM user interface is a set of interview questions which
captures the characteristics of the user, as each user individually completes
their personal profile. This results in them receiving personalised
recommendations which directs them to focus on particular actions to suit
themselves, presented in a ranked order of importance. The Knowledge
Base enables users to be presented with recommendations based on their
personal profiles.
Tool description: http://www.engineersjournal.ie/2016/09/20/festa-strategic-career-
manager-academia/
Tool: http://proisis.lero.ie/festa/App/Consult
21. Mentoring programme on EU organisations websites
• Vitae UK - https://www.vitae.ac.uk
• KUL - https://admin.kuleuven.be/personeel/opleiding-
ontwikkeling/mentoring
• UGhent - https://www.ugent.be/en/work/mobility-
career/postdoc-talent-management/mentoring/overview.htm
• ULiege
• http://www.hec.ulg.ac.be/fr/hec-liege/accelerateurs-
talents/mentoring-au-feminin
• http://www.openbordersmba.com/sites/default/files/upload
s/HEC/Accelerateurs/Charte_HEC-
ULg%20Fe%CC%81minin%202018.pdf
• https://www.recherche.uliege.be/cms/c_10289096/fr/psrl
22. Please share with the buddy group
your good practices, other useful
tools and references!
Euraxess Top IV (Gr. No:786133), Task 2.3 Community of Practice
Webinar for Euraxess Staff & Career Development Center
Thanks! Brigitte and Isabelle; euraxess@uliege.be
23. Please share with the buddy group:
good practices, other useful tools and references ,
thanks !
Brigitte and Isabelle
euraxess@uliege.be