Downloaded 17 times
Uploaded byTom Hayashi, MS Ed, MA, CFRE
Field Guide to Seeking and Keeping Mentors
The document is a field guide on mentoring, outlining its definition, types, processes, and the importance of seeking and maintaining mentor relationships. It provides insights into overcoming common pitfalls and offers a framework for the mentorship journey. Additionally, it emphasizes the need for evaluation and reflection during transitions in mentoring relationships.
More Related Content
Similar to Field Guide to Seeking and Keeping Mentors
Field Guide to Seeking and Keeping Mentors
- 1. A Field Guideto Seeking & Keeping a Mentor Tom L. Hayashi, MS Ed, MA, CFRE Principal Capacity Empowerment
- 2. AGENDA Welcome& Introductions What is Mentoring? Mentoring Practice & Process: 1. Seeking & Qualifying: Vision & Mission 2. Keeping & Expanding: 5 Pitfalls, Resolution & Transition, Advisory Board of Mentors. Q&A Adjourn
- 3. Welcome & Introductions Name Home base Day Job Your experience with mentorship (Mentor/Mentee) Mentoring curiosity or expectations for this training
- 4. What is mentoring? The story of Mentor comes from Homer's Odyssey. Odysseus, king of Ithaca, fights in the Trojan War and entrusts the care of his household to Mentor, who serves as teacher and overseer of Odysseus' son, Telemachus.
- 5. What is mentoring? Giving advice Teaching or Coaching someone Providing emotional support Helping with career issues Showing how its done Vouching for the other person
- 6.
- 7.
- 8. Return on Investment(ROI) (Holincheck, 2006)
- 9. Mentorship Types Dyadicvs. Group Expert vs. Peer Developmental vs. Sponsorship Formal vs. Informal
- 10. Developmental Mentorship Model Engagement Matrix
- 11.
- 12. Mentorship Process Search Introduction Engagement Resolution/Transition
- 13.
- 14. Seeking Mentors Whatdo you wish for your life to look like? What is the end goal? Winning the battle(s) Achieving the milestones
- 15.
- 16. The right stuff Manages the relationship Encourages Nurtures Teaches Offers mutual respect Responds to the mentee’s needs From David Clutterbuck (2004) Everyone Needs a Mentor
- 17.
- 18. Keeping & Expanding 5 Pitfalls 1. Neglect 2. Work style differences 3. Position power 4. Incompetence 5. Attitude
- 19. Five Ps Purpose People Process Politics Product
- 20. Mentoring Resolution/Transition Decide—if transition is right for you and the date of transition Elicit—feedback from others and mentor Plan—start planning for the resolution or transition Assess—for addressing developmental and situational issues Reflect—reflect on the experience as a whole Thank—acknowledge the mentor and celebrate success
- 21. Board of AdvisoryMentors (BAM!) Personal Relations with family (partner, children, etc.) Life Transitions (Separation, Care Giving, Retirement, Grief or Loss) Professional Career guidance Networking Coaching Moral Support Subject Specific: Supervision, Promotion, Assignments
- 22. Q & A What role are you playing in mentorship? Where are you in the mentorship process? What questions do you have to enhance your mentorship practices? Where can you turn to for mentorship resources?
- 23. References Clutterbuck,D. (2004). Everyone needs a mentor: Fostering talent in your organisation. CIPD Publishing. Holincheck, J. (2006). Case study: Workforce analytics at Sun. Gartner Research Group. Simon, S. A., & Eby, L. T. (2003). A typology of negative mentoring experiences: A multidimensional scaling study. Human Relations, 56(9), 1083-1106.
- 24. Contact Information TomL. Hayashi, MS Ed, MA, CFRE Principal Capacity Empowerment 562.221.1030 tomhayashi@gmail.com
Editor's Notes
- #4 2 National Mentorship Program: Young Professionals & College-to-Career 1 Youth Mentorship Program Research: Career Self-Efficacy (Confidence)
- #5 When Athena visited Telemachus, she took the disguise of Mentor to hide herself from the suitors of Telemachus’s mother Penelope. As mentor, the goddess encouraged Telemachus to stand up against the suitors and go abroad to find out what happened to his father. What does it mean to you?
- #7 Most common form of mentoring is dyadic or one-on-one but it there be group mentorship? Can a person who has less or equal experience than yourself?
- #9 25% of employees who enrolled in a mentoring program had a positive salary-grade change, while only 5% of workers who did not participate in a mentoring program had a change. Mentors were promoted six times more often than those who did not mentor formally. Mentorees were promoted five times more often than those who were not formally mentored. Retention rates were higher for both mentorees (72%) and mentors (69%) than for employees who did not participate in a mentoring program.
- #22 Some call this your cabinet…