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Outline:
Part I: Setting the Stage
Mentoring Mission
Objectives (Mentoring Relationship & Program)
Definitions
Mentor and Protg Roles
Part II: Process
Program Guidelines Mentoring Framework
Mentoring Process Steps
Part III: Resources
Tools and Resources Program Flexibility
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Mission of a Mentoring Program
The mission of the Mentoring Program is to
grow our own internal talent
by providing the participants with
leadership challenges and developmentalopportunities.
Since this is a pilot program, participants will also be
helping to create and shape a tool that can benefit awider audience of your colleagues in the future.
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Mentoring Relationship Objective
The objective of the mentoring relationship is to
experience a stimulating
journey of self-discovery and development
which will provide you exposure to opportunities for
personal fulfillment and achievement.
Enjoy your journey!
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Retention and engagement
Support and reward high performance
Succession Planning
Creation of talent pool
Development of professional relationships
Create culture of continuous learning
Individual development
Knowledge transfer
Career growth and development:
Cultivate individual career planning ownership
Mentor to gain better perspective of individual /
organizational issues
Mentoring Program Objectives
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Mentoring is a means ofdeveloping human resources
about guiding others in their personal quest for growth through
learning
a stimulating journey ofself-discovery and development which
provides opportunities for personal fulfillment and achievement.
a fundamental form of human development where one person invests
time, energy, and personal know-how assisting the growth and ability of
another person.
a method forencouraging human growth
What is Mentoring?
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What is a Protg?
A Protg is the recipient of the Mentors guidance and must
be committed to expanding his/her capabilities, be open and
receptive to new ways oflearning, and have a sense of
personal responsibility about the mentoring relationship and
his/her own growth & development
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What is a Mentor?What is a Mentor?
AMentoris a learning leader who facilitates the learning processfor a Protg:
Promotes intentional learning through multi-channels:transformational learning, beyond the day to day
Coaching, insights, sharing own experiences (anecdotes and personalscenarios), guidance, modeling, stimulates individual growth,encourages thought provoking opportunities that help develop apersonal vision, helps protg identify his personal winning strategy,elicits high commitment to personal change and development
Opens doors to learning opportunities when possible and appropriate
Provides Protg exposure to broad networks
Provides a broader view (than the Manager) thus creating a pathfor the future of the protg.
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What is the Mentors Responsibility?
Mentors Responsibility:
Career supportby encouraging challenging and growth
opportunities (horizontal career moves)
Emotional support: encouragement, recognition, feedback,
coaching Support for short term and/or long term planning
Access to learning opportunities, resources and networking
Keeps the protg on the right trackto avoid aimless detours
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Protg Responsibilities:
Be committed to expanding his/her capabilities
Be open and receptive to new ways of learning
Be open to feedback
Have a sense ofpersonal responsibility about the mentoring
relationship: take ownership
Follow through on development plan and coaching for his/her
own growth and development
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What is the Protg Managers Role?
AManagersupports the Protg / Mentees learning process by
encouraging on the job learning (day to day capacity building)
and monitoring employee performance in alignment with
corporate goals
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How often do we meet?
Protgs and Mentors may meet twice a month, or a minimum once amonth
How do we work together?
Proteges and Mentors review the Protgs needs assessment andestablish goals for career development.
Resources are available on the Mentoring Website to guide conversationsand development opportunities
Proteges work on the development actions and check in with Mentor forcoaching
Proteges and Mentors complete quarterly feedback reports on-line.
How long is the program?
It is a twelve month program.
Mentoring Program Guidelines
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Mentoring Framework
Types ofMentoring Relationships
Job Challenges&
Business Related
Issues
SpecialProjects
Gain NewInsight and
Experience
Career
Development
Types ofMentoring Discussions
Types ofSub-Mentors
Individual
Development
Senior
Leaders
Peers Subject
Matter Expert
External Family
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Step 1. Register on-line - http://hrtalentpro.com
Step 2. Complete competency assessment
Step 3. Attend Mentoring Workshop: Mentoring Overview and
Familiarization with on-line tools
Step 4. Identify strengths, development needs, goals
Step 5. Mentor and Protg first meeting: get acquainted and
complete Mentor / Protg contract
Step 6. Mentor and Protg on-going meetings: refer to
discussion guide, agenda, work on areas for devp and
challenges, measure outcomes
Step 7. Quarterly feedback submitted on-line
Step 8. End of program final program evaluation
Steps in the Mentoring Process
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Step 1. Register on-line
The first step in the Mentoring Program is to use the online system toregister. The Program Adminstrator will send you the link.
Enter the homepage of the Mentoring Program: sign-in as a new user andcomplete the registration. Ensure you remember your password
Once the Administrator approves you, you will receive an email directingyou to take the self-assessment. Enter the Mentoring Program homepageagain and complete the self-assessment (using the password you created)
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Step 2. Complete Competency Assessment
Complete the Competency Assessment by rating your current level of
proficiency. The assessment automatically calculates your averages.
Review the results and identify areas that are strengths and
development areas
Save and print a copy of the assessment to share with your Mentor
during your first meeting.
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Step 3. Attend Mentoring Workshop
Mentoring Overview
Familiarization with on-line tools
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Identify areas that need improvement and brainstorm actions fordevelopment
Review the Assessment and identify strengths and development
areas
Add any other areas you want to develop
Prioritize
:work just on the top 3
Identify action steps that will help you achieve desired goals
What resources you will need and how can your mentor support
you?
Commit to executing on your action plan
Determine how you will track progress against your action plan
4. Identify Strengths & Development Needs
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Step 5. Meetings
FirstMeeting:
Get acquainted and establish a relationship Find commonalities and share personal interests, hobbies
Share professional background, education, and areas of expertise
Learn about what is most important to each one of you
Set expectations What does the Mentor expect from the Protege?
What does the Protg expect from the Mentor?
What will the Mentor provide or not provide?
How will we measure and evaluate outcomes?
Complete a Contract Agreement Refer to Contract Agreement in the Mentoring website, download it and
complete it
Print the completed document refer to it so you stay focused andaligned
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Step 5. Meetings
On-GoingMeetings
Set a specific time, date, and location
Have an agenda prepared in advance
Have a summary of notes from the last session
Meet at the agreed time and be punctual
Follow up on action items from last meeting
Agree on what will be discussed in next meeting
Agree on action items to be accomplished against devp plan
Proteges and Mentors have one final meeting to share learnings
and celebrate their success
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The Purpose of the Feedback is:
To enhance your mentoring relationship and ultimate outcome of your
development plan
Share feedback to recognize accomplishments, and to suggest
opportunities for improvement
Track and Monitor Progress
Step 7. On-Line Feedback Tool
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Step 8. End of Program Evaluation
Protg andMentors complete an end of the program evaluation
to determine the effectiveness and measure results.
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Mentoring Web-Site Demo
www.hrtalentpro.com
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Tools and Resources
Mentor & Protg
Benefits of Mentoring
Mentoring Process Overview
Mentoring Styles
Meeting Agenda
Mentor / Protg Contract
Identify Challenge
Brainstorming Action Planning Template
Feedback Review
Mentor
Mentor Discussion
Guidelines
Communicating with yourProtg
Mentor Roles & Resp
Protg
Protg Roles & Resp
Writing S.M.A.R.T. Goals
Protg Devp Plan
Development Resources
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Program Flexibility
Mandatory: Register
Complete Self-Assessment (Protg)
Identify Strengths/Development
Attend Mentor/Protg Meetings Create and Execute Development Plans
Provide Feedback: Quarterly and End of Program
Optional
Tools (Contract strongly suggested)
Can use current development plan
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All truths are easy to understand once they are
discovered;
the point is to discover them.
Galileo Galilei
I hear and I forget.
I see and I remember.
I do and I understand.Confucious
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If you are interested in implementing an on-line
Mentoring Program, please contact us for
more information!
www.hrtalentpro.com