This document outlines the key aspects of a mentoring program, including the roles and stages of mentoring. It defines a mentor as someone who is relationship-oriented and aims for the mentee's success. The mentoring process involves four stages - initiation, cultivation, separation, and redefinition. Mentors provide career and psychosocial functions to support the mentee's professional and personal development. The document also lists competencies needed for both effective mentors and mentees. It provides references for further reading on mentoring best practices.

1. PMI South Saskatchewan
Mentorship Program
BUSINESS ANALYST EDUCATION SERVICES

2. BUSINESS ANALYST EDUCATION SERVICES

3. BUSINESS ANALYST EDUCATION SERVICES
Who is a Mentor?
• A Manager is responsible for the new employee's job
performance.
• A Buddy provides a point of contact for general queries
regarding day-today operational activities.
• A Coach is task driven and works on specific skill/s or system to
be introduced, usually for more experienced mentee/protégé.
• A Mentor is relationship oriented and thrives for the success of the
mentee.

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Lifecycle of Mentoring
1. Initiation Stage (Short Phase):
This is where the introduction between mentor and mentee happens and
relationship is established. Goals are defined and information sharing
begins. Two-way communication is necessary.
2. Cultivation Stage (Longest phase):
This stage is where mentor provides advice and the mentee develops skills,
and broader understanding of his/her role. This is the most important stage towards
achieving mentee’s goals.
3. Separation Stage (Transitioning Stage):
This stage is when the mentoring relationship ends preferably due to the attainment
of mentoring objective i.e: mentee’s goals are reached.
4. Redefinition Stage (Final Stage):
This phase aims at redefining the relationship into a new professional relationship.
Two professionals will become more like peers.

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Types of Mentoring function
1. Career:
Professional development: Permits the protégé to acquire new knowledge and
grow within the organizational structure.
2. Psychosocial
Personal development: Provides enhanced identity, social networking, continuing
support, and the sharing of dilemmas

6. Planning for Success – ADDIE Model
Planning &
Measurement
Strategic
Intent
Matching &
Selection
Training &
Execution
Evaluation
Lessons
Learned

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Competencies of a Mentor
• Volunteer to be a Mentor and have the ability to invest time in the
program (approx 2-3 hours a month)
• Following up and researching on questions that Mentee’s identify
critical for their attainment of goals
• Willingness to be accessible and share resources and experience
• Having patience and the ability to communicate effectively both
verbally and non-verbally
• Be open to ideas, thoughts and questions (no such thing as a silly
question or an idea)
• Be a role model and lead by example. Can take role of a friend,
career guide, information source and/or intellectual guide

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Competencies of a Mentee
• Be able to set SMART goals (Specific, Measurable,
Attainable, Realistic, Timely)
• Accept feedback and criticism well and uses it
constructively
• Be proactive and take initiative
• Follow through with tasks and duties
• Be willing to take risks
• Listen actively
• Be trustworthy, reliable, confidential

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References and Reading material
• Morrison, G.R. (2010). Designing Effective Instruction, 6th Edition. John Wiley & Sons.
• Piskurich, G.M. (2006). Rapid Instructional Design: Learning ID fast and right, Paperback
• Allen, T.D. (2003). Mentoring others: A dispositional and motivational approach. Journal of Vocational Behaviour, 62, 134-154.
• Allen, T.D., Eby, L.T., Poteet, M.L., Lentz, E., & Lima, L. (2004). Career benefits assoicated with mentoring for protégés: A meta-analysis.
Journal of Applied Psychology, 89, 127 – 136.
• Ragins, R.R., Kram, K. E. (2007)The Handbook of Mentoring at Work: Theory, Research, and Practice, Sage Publications.
• Angelique, H., Kyle, K., & Taylor, E. (2002). Mentors and muses: New strategies for academic success. Innovative Higher Education, 26(3),
195-209.
• Barkham, J. (2005). Reflections and interpretations on life in academia: A mentee speaks. Mentoring & Tutoring: Partnership in Learning,
13(3), 331-344. doi:10.1080/13611260500177468
• Pittenger, K.K.S., & Heinmann, B.A. (2000). Building effective mentoring relationships, Review of Business, 21, 28-42.
• Bierema, L. L., & Merriam, S. B. (2002). E-mentoring: Using computer mediated communication to enhance the mentoring process.
Innovative Higher Education, 26(3), 211-227.
• Bolton, E. B. (1980). A conceptual analysis of the mentor relationship in the career development of women. Adult Education, 30(4), 195-207.
• Chao, G.T. (1997). Mentoring phases and outcomes, Journal of Vacational Behavior, 51, 15-28.
• Hale, R. (2000). To match or mismatch? The dynamics of mentoring as a route to personal and organizational learning. Career Development
International, 5, 223-224.
• Higgins, M.C., & Kram, K.E. (2001). Reconceptualizing mentoring at work: A developmental networ perpective. Academy of Management
Review, 26, 264-289.
• Kram, K.E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott, Foresman.
• Kram, K.E. (1983). Phases of the mentoring relationship. Academy of Management Journal, 26, 608-625.
• Ragins, BR., & Verbos, A.K. (2007). Positive relationship in action: Relational mentoring and mentoring schemas in the workplace. In J.E
Dutton & B.R. Ragins (Eds), Exploring positive relationships at work: Building a theoretical and reseach foundation (pp.91-116). Mahwah,
NJ: Lawrence Erlbaum.
• Scandura, T.A. (1998). Dysfunctional mentoring relationships and outcomes. Journal of Management, 24, 449-467
• Tepper, B.J. (1995). Upward maintenance tactics in supervisory mentoring and nonmentoring relationships. Academy of Management Journal,
38, 1191 – 1205
• Wilson A.A., & Elman.N.S. (1990). Organizational benefits of mentoring, Academy of Management Perspectives, Volume 4 no. 4, 88-94.
• Zhang, S.L., Deyoe, N., & Matveyeva, S.J. (2007). From Scratch: Developing an Effective Mentoring Program, Chinese Librarianship: an
international Electronic Journal, 29.