This document provides guidance on peer-to-peer mentoring. It emphasizes valuing one's own skills and helping others grow through sharing knowledge, building relationships, and empowering mentees to become mentors themselves. Effective mentoring involves knowing your mentee's goals, being patient, celebrating successes, and encouraging accountability and improvement. Mentors should lead by example, avoid being defensive or inflexible, and focus on small, consistent efforts that can lead to big successes over time.
Flash Mentoring: Transferring Knowledge and Experience in a Busy World - ASTD...Scott Derrick
Information on Flash Mentoring presented at the American Society for Training and Development ASTD 2009 International Conference and Exposition in Washington, DC
A guide on the principles to developing an easy, non intrusive mentoring framework, with a user friendly template, as an example, that can be adapted or borrowed for use.
Slides dedicated for a mentoring workshop during Startup Pirates in Tirana, Albania in 2016. The workshop intended to engage new mentors, how want to contribute and do more for the community.
The Mentor / Mentee Relationship: How to Get the Best From Each OtherEmilyBennington
Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
Flash Mentoring: Transferring Knowledge and Experience in a Busy World - ASTD...Scott Derrick
Information on Flash Mentoring presented at the American Society for Training and Development ASTD 2009 International Conference and Exposition in Washington, DC
A guide on the principles to developing an easy, non intrusive mentoring framework, with a user friendly template, as an example, that can be adapted or borrowed for use.
Slides dedicated for a mentoring workshop during Startup Pirates in Tirana, Albania in 2016. The workshop intended to engage new mentors, how want to contribute and do more for the community.
The Mentor / Mentee Relationship: How to Get the Best From Each OtherEmilyBennington
Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
A training for high school students interested in being peer mentors. The training covers the roles of a mentor, relationship boundaries, communication techniques, and problem solving skills.
Building a Successful Mentoring Program: Matching Strategy and Monitoring Mat...Mentor Michigan
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
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
As program staff, how many times have you heard a mentor say, “I don’t know what to do with my mentee” or “My mentee just doesn’t want to work on academics”? Probably more often than you’d like! In this month’s webinar, part of the free series from Friends for Youth's Mentoring Institute, we review the latest research on how activities between mentors and mentees positively and negatively impact the relationship, discuss the purpose of activities in building the relationship, and focus on one particular activity through a variety of formats. Additionally, participants were invited to share ideas of activities appropriate for a range of mentees.
Goal setting, an important aspect within both instrumental and developmental approaches, was examined through two specific examples used by mentoring programs: Targeting Goals activities contained in the Mentoring Journal from Friends for Youth and the online Goal Setting tool available through the AmericaLearns platform from Blue Ribbon Advocate-Mentor Program. Each program discussed when and how they introduce these tools to maximize the relationship and further its development.
This webinar featured Graig Meyer, Program Coordinator from the Blue Ribbon Mentor-Advocate Program in Chapel Hill, NC with Sarah Kremer from Friends for Youth both sharing expertise on supporting mentors in brainstorming effective activities.
How many times have you heard people say, you need to get a mentor. But no one tells you how. So I've created a workshop on seeking, qualifying, and engaging mentors. My presentation for the leadership program at the National Association of Broadcasters, Washington DC, Field Guide to Seeking and Keeping Mentors. Contact me at tomhayashi@gmail.com.
Ann Rolfe of Mentoring Works shares 5 reasons mentoring relationships fail and 5 secrets of success. Then offers 5 steps to set yourself up for success from the start.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
This presentation comes to you from International Project Management Day 2013 - the annual global virtual summit from IIL that brings together business and technology leaders from around the world to discuss the latest trends and methods in business, leadership and communications. To view the accompanying video keynotes and presentations connect to the event here bit.ly/1blJSkE or purchase the DVD collection http://bit.ly/1fZ9Yc0
The objections of this presentation include: to experience and practice motivational interviewing, learn motivational interviewing styles and principles and see how it integrates into everyday practice.
A training for high school students interested in being peer mentors. The training covers the roles of a mentor, relationship boundaries, communication techniques, and problem solving skills.
Building a Successful Mentoring Program: Matching Strategy and Monitoring Mat...Mentor Michigan
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
Every company is unique, and so are its mentoring needs. Allow professionals with decades of experience, innovative e-mentoring software, and endless compassion and understanding to guide you in making the best choice.
At Management Mentors, we are those professionals. For over 25 years, we’ve been helping organizations implement successful corporate mentoring programs.
Contact us today to discuss your company's corporate mentoring needs. There's no obligation, nothing to lose. We look forward to hearing from you.
As program staff, how many times have you heard a mentor say, “I don’t know what to do with my mentee” or “My mentee just doesn’t want to work on academics”? Probably more often than you’d like! In this month’s webinar, part of the free series from Friends for Youth's Mentoring Institute, we review the latest research on how activities between mentors and mentees positively and negatively impact the relationship, discuss the purpose of activities in building the relationship, and focus on one particular activity through a variety of formats. Additionally, participants were invited to share ideas of activities appropriate for a range of mentees.
Goal setting, an important aspect within both instrumental and developmental approaches, was examined through two specific examples used by mentoring programs: Targeting Goals activities contained in the Mentoring Journal from Friends for Youth and the online Goal Setting tool available through the AmericaLearns platform from Blue Ribbon Advocate-Mentor Program. Each program discussed when and how they introduce these tools to maximize the relationship and further its development.
This webinar featured Graig Meyer, Program Coordinator from the Blue Ribbon Mentor-Advocate Program in Chapel Hill, NC with Sarah Kremer from Friends for Youth both sharing expertise on supporting mentors in brainstorming effective activities.
How many times have you heard people say, you need to get a mentor. But no one tells you how. So I've created a workshop on seeking, qualifying, and engaging mentors. My presentation for the leadership program at the National Association of Broadcasters, Washington DC, Field Guide to Seeking and Keeping Mentors. Contact me at tomhayashi@gmail.com.
Ann Rolfe of Mentoring Works shares 5 reasons mentoring relationships fail and 5 secrets of success. Then offers 5 steps to set yourself up for success from the start.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
This presentation comes to you from International Project Management Day 2013 - the annual global virtual summit from IIL that brings together business and technology leaders from around the world to discuss the latest trends and methods in business, leadership and communications. To view the accompanying video keynotes and presentations connect to the event here bit.ly/1blJSkE or purchase the DVD collection http://bit.ly/1fZ9Yc0
The objections of this presentation include: to experience and practice motivational interviewing, learn motivational interviewing styles and principles and see how it integrates into everyday practice.
Mentorship for women in STEM - Dr. Fiona Brinkmanscwist-sfu
Finding and Giving Career Support: Fiona Brinkman on mentorship for women in STEM
https://www.sfu.ca/dean-gradstudies/blog/year/2014/11/SCIWSTnov2014.html
These slides and handout were presented for a workshop on "Mentoring Up: Learning to proactively engage in your mentoring relationships" at the American Society for Cell Biology (ASCB) conference in San Francisco, for the Minority Affairs Committee (MAC).
APM webinar, sponsored by the Midlands branch on 21 October 2021.
Presenter: Richard Tulley
Designed for project professionals at all career levels, from being new to project management through to senior project / programme managers, who are seeking to accelerate their project management career. This webinar was held on 21 October 2021.
By joining this event you understand how you to accelerate your own project management career through an increased emphasis upon development of behavioural skills and social interaction.
Richard Tulley will explain the foundational elements for project managers’ career development and explore the significance of emotional intelligence, setting goals, adopting a coaching style and leadership skills.
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.
Links:
https://youtu.be/UZUMdJ4IOio
https://www.apm.org.uk/news/accelerating-your-project-management-career-webinar/
These slides will take you through the Resolve Professional Services vision of leadership fundamentals and equip you with the understanding necessary to inspire your teams.
Are you leading people or are you leading people with EQ? In this short but empowering leadership training, AndyTheCoach from AsiaTrainers.com will teach you the 5 ways to emotional intelligence and how you can lead people easily and happily
How to do delegate & ditch with confidence webinarSheryl Andrews
These are the slides for an interactive webinar exploring what you need to work and learn at your best with others. How to do more of what you love and ditch the critic who says you can't
1. Peer to Peer MentoringPeer to Peer Mentoring
Valuing and EmpoweringValuing and Empowering
our own resources…our own resources…
2. YOU!YOU!
Because you have what it takesBecause you have what it takes
to serve our kids each day!to serve our kids each day!
3. What do you do that’s great?What do you do that’s great?
I’m great at setting and serving snackI’m great at setting and serving snack
I’m great at organizing my filesI’m great at organizing my files
I’m great at behavior guidanceI’m great at behavior guidance
I’m great at transitioningI’m great at transitioning
I’m great at attendanceI’m great at attendance
I’m great at family night planningI’m great at family night planning
Now, think about what you do that’s great…Now, think about what you do that’s great…
and everyone is great at something!and everyone is great at something!
4. What does peer to peer mentoringWhat does peer to peer mentoring
look like?look like?
It looks like:It looks like:
Knowing your passionKnowing your passion
Helping others to growHelping others to grow
MotivationMotivation
Being patientBeing patient
Building relationshipsBuilding relationships
Empowering othersEmpowering others
Sharing your knowledgeSharing your knowledge
Strengthening the organizationStrengthening the organization
LeadershipLeadership
5. What does peer to peer mentoringWhat does peer to peer mentoring
sound like?sound like?
It sounds like:It sounds like:
((MenteeMentee))
I want to be better at…I want to be better at…
I want to learn how to…I want to learn how to…
AskingAsking for assistancefor assistance
Receiving assistance andReceiving assistance and
acceptance to learnacceptance to learn
Practicing your new foundPracticing your new found
knowledgeknowledge
Frequent communicationFrequent communication
((MentorMentor))
How can I help you?How can I help you?
Discussing the issue(s)Discussing the issue(s)
Asking open-endedAsking open-ended
questionsquestions
Receiving assistance andReceiving assistance and
acceptance to learnacceptance to learn
Celebrating success…Celebrating success…
””GREAT JOBGREAT JOB!”!”
Frequent communicationFrequent communication
6. The only dumb questions are the ones never asked.The only dumb questions are the ones never asked.
Unanswered questions are like bad checks.Unanswered questions are like bad checks.
They will return…They will return…
with penalties!with penalties!
Don’t be afraid to ask…Don’t be afraid to ask…
and don’t assume anything.and don’t assume anything.
7. Ten Tips for MentorsTen Tips for Mentors
1.1. Know your workKnow your work
2.2. Know your organizationKnow your organization
3.3. Get to know your menteeGet to know your mentee
4.4. Learn to teachLearn to teach
5.5. Learn to learnLearn to learn
6.6. Be patientBe patient
7.7. Be tactfulBe tactful
8.8. Take risksTake risks
9.9. Celebrate successesCelebrate successes
10.10. Encourage your mentee to be a mentorEncourage your mentee to be a mentor
A Mentor should base their flexibility on consistent decisions made byA Mentor should base their flexibility on consistent decisions made by
observing the level of performance.observing the level of performance.
8. Top 10 Difficulties to Watch ForTop 10 Difficulties to Watch For
1.1. You don’t determine what is worthyYou don’t determine what is worthy
2.2. You aren’t clear about what you expectYou aren’t clear about what you expect
3.3. You don’t have enough infoYou don’t have enough info
4.4. You are inflexible about how to performYou are inflexible about how to perform
5.5. You lose it when the mentee is negative towards your mentoringYou lose it when the mentee is negative towards your mentoring
6.6. You become defensiveYou become defensive
7.7. You don’t get feedback or suggestions or solutions from the menteeYou don’t get feedback or suggestions or solutions from the mentee
8.8. You don’t listen to what your mentee is sayingYou don’t listen to what your mentee is saying
9.9. You don’t hold the mentee accountable for their performance measuresYou don’t hold the mentee accountable for their performance measures
10.10. You fail to reinforce improved performanceYou fail to reinforce improved performance
9. Effective InteractionsEffective Interactions
Be warm and friendly; put the mentee at easeBe warm and friendly; put the mentee at ease
Immediately give clear definitions of expectationsImmediately give clear definitions of expectations
Set agreementsSet agreements
Listen and acknowledgeListen and acknowledge
Give your mentee an explanation of how they can use more ofGive your mentee an explanation of how they can use more of
their potentialtheir potential
Ask open-ended questions to help mentee determine his/herAsk open-ended questions to help mentee determine his/her
own solutionsown solutions
RespectRespect
Build upon their ideas and continue to pull from him/herBuild upon their ideas and continue to pull from him/her
BeBe committedcommitted to your role as a mentorto your role as a mentor
10. Coaching Towards SuccessCoaching Towards Success
Opportunities for Coaching:Opportunities for Coaching:
Unhappy with you as their mentorUnhappy with you as their mentor
Unhappy with the work assignmentUnhappy with the work assignment
Conflict with you as their peerConflict with you as their peer
Mentee feels stressed or burned outMentee feels stressed or burned out
Mentee is insecure about their ability to do the jobMentee is insecure about their ability to do the job
Mentee has personal problems that affect the work ofMentee has personal problems that affect the work of
othersothers
Performance problems that persistPerformance problems that persist
Mentee is failing or experiencing failureMentee is failing or experiencing failure
11. Effective CounselingEffective Counseling
Get and Give InformationGet and Give Information
Agree on Performance StandardsAgree on Performance Standards
CorrectCorrect
ReferRefer
- Approach the mentee with a warm manner and open body- Approach the mentee with a warm manner and open body
language.language.
- Define the reason for the discussion, or get him/her to state the- Define the reason for the discussion, or get him/her to state the
issue.issue.
- Ask open-ended questions- Ask open-ended questions
- Paraphrase the content of the feelings he/she has expressed- Paraphrase the content of the feelings he/she has expressed
- Summarize for clarification- Summarize for clarification
- Have mentee identify alternatives to resolve the issue- Have mentee identify alternatives to resolve the issue
- Be attentive- Be attentive
- Provide support- Provide support
12. The HurdlesThe Hurdles
Detached leadershipDetached leadership
Lack of goals/planningLack of goals/planning
Failure to provide perspectiveFailure to provide perspective
““Detached leaders spend a lot of time alone in their offices.”Detached leaders spend a lot of time alone in their offices.”
““Motivational goals must offer benefits your mentee views as worthy.”Motivational goals must offer benefits your mentee views as worthy.”
““People don’t give their best if they don’t know why they do what they do.”People don’t give their best if they don’t know why they do what they do.”
13. Leading by ExampleLeading by Example
In order for your efforts in being a mentor to beIn order for your efforts in being a mentor to be
successful, you must lead by example.successful, you must lead by example.
If you’re not setting the pace and tone, howIf you’re not setting the pace and tone, how
much success can you expect from your mentee?much success can you expect from your mentee?
Start with taking small strides that will lead to big successes…Start with taking small strides that will lead to big successes…
““We can’t do really big things every day. IfWe can’t do really big things every day. If
we’re really serious about walking the talk all thewe’re really serious about walking the talk all the
time, we have to focus on the small stuff.”time, we have to focus on the small stuff.”
Eric HarveyEric Harvey