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