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Mentoring for Success

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Mentoring for Success What does it take to be a Mentor? What does it take to be a Mentee? Presented by: Nichole Richmond Seven Steps Learn what mentoring is all about ... – PowerPoint PPT presentation

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Title: Mentoring for Success


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

Presented by Nichole Richmond
2
Seven Steps
  • Learn what mentoring is all about
  • Discuss keys to successful mentoring
  • Have your first meeting
  • Continue the partnership
  • Have a six month check-up
  • Conclude the mentoring partnership
  • 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 its simple form it is people helping people
    grow and develop.

4
Step One Learn What Mentoring is All About
(contd)
  • 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?

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
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
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
What Are the Mentees Responsibilities?
  • Devote time to yourself
  • Willing to learn
  • Able to accept feedback
  • Willing to stretch
  • Ability to identify goals

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
  • Informal mentoring
  • Situational mentoring
  • Supervisory mentoring
  • Formal facilitated mentoring

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
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 its okay to phone
  • Agree to confidentiality
  • Get to know each other

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
Step Five Have a Six-month Check-up
  • Describe progress (i.e, whats working, whats
    not working, what do we need to change)
  • Review Career Development Plan
  • Ask questions

15
Reasons to Conclude Mentoring Partnership
  • 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
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

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
Back-Up Charts
20
GODDARD MENTORING PROGRAM

Presented by Nichole Richmond http//ohr.gsfc.n
asa.gov/Hot/Mentoring.htm
21
Mentoring Program-Background
  • Pilot Program - began January 1997
  • Program Evaluation-Issues and Recommendations
  • Institutionalized Goddard Mentoring Program -June
    1999

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
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
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
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
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
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
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
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
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
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

Relationship Between Goddard Mentoring Program
and Other Mentoring Programs
Financial/Resources Management Career
Development Program
Professional Intern Program (PIP)
  • Goddard
  • Mentoring
  • Program
  • Formal Mentoring Training
  • Mentoring Forums

Flight Projects and Programs Career
Development Program
Other NASA/GSFC Programs
Applied Engineering Technology Directorate
Minority Career Mentoring Program

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
2000-2001 Program Schedule (contd)
  • 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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