NTMS

HR Flow:‘Mentoring’

Session Outline

What and Why of Mentoring

Role of Mentoring in AIESEC Experience

Who Should Be the Mentors and Mentees

How to Use the Mentor

Evaluating Mentorships

Norway’s Strategy for Mentorship

Learning Environment

Individual Discovery and

Reflection

Mentoring

Learning Circles

TTeam

Experiences

Conferences and Seminars

Virtual Spaces; forums, blogs and resource

sharing

What is Mentoring?

• Mentoring is a one-to-one relationship in which an experienced person (mentor) provides advice, support and encouragement to a less experienced person (mentee).

• The goal is for the mentee to find their own path for development and growth, to realise their full potential.

Mentoring is a lot like love…

What is Mentoring NOT?

Coaching Mentoring

Short-term objectives Long-term objectives

Job-focused Person-focused

Concerned with task Concerned with implications beyond task

Focuses on skills and performance

Focuses on capability and potential

Agenda set by/with coach Agenda set by learner

Feedback to the learner Reflection by the learner

Benefits to Mentee

• Increased self-awareness from feedback

• New perspectives• Challenge personally and professionally • Open and safe forum for discussion • Learn from a role model• Greater understanding of AIESEC

and opportunities • Networking opportunities

Benefits to Mentor

• Increase own self-awareness • Satisfaction from developing others• Behave, influence and lead others • Learning experience and fresh ideas from individual’s

feedback and insight

Mentoring/Love

Rule #1Like all good relationships,

both parties should get something out of it and help each other grow

@XP Principles• Take an active role in your

learning and the learning of others

• Meta-cognition and regular personal reflection

• Increase practical and theoretical knowledge

• Create a network of contacts

Where Does It Fit into AIESEC XP?

Introduction to AIESEC• Personally ‘connect’ to AIESEC – understand how their

work contributes to AIESEC vision and own development• Join the learning culture of AIESEC

Where Does It Fit into AIESEC XP?

Where Does It Fit into AIESEC XP?

Taking Responsibility• Choose responsibilities according to skills desired• Face challenges when accomplishing a task• Increase generic skills to aid in core work• Offer insight on understanding different working styles

Where Does It Fit into AIESEC XP?

Leadership Experience• Develop strategic thinking and decision making• Deal with difficult situations esp team leadership• Resolve some frustrations • Review the mentee’s strategic plans

Where Does It Fit into AIESEC XP?

Working Abroad• Find out what they to get from internship experience• Deal with cultural shock and keep an open mind

Where Does It Fit into AIESEC XP?

Heading for the Future• Make the transition to a non-AIESEC life smoother• Link what has been learnt as a whole in AIESEC to career• Strengthen the network of AIESEC in the country • Mentee can become a mentor

What is the Goal of AIESEC Mentoring?

• Mentee reflects on experiences in AIESEC• Mentee can link AIESEC to personal interest and goals • Mentee stays longer in AIESEC• Mentee is satisfied with the learning experience

Who Should Mentor Who?

Mentees Mentored by…

Newies Experienced membersInterns and returned interns

EBs/Experienced Members

AlumniExternals with functional/management knowledge

Issue P-BoX OCPs Experienced membersExternals with issue/market knowledge

Outgoing interns Interns and returned interns

Interns Other internsSomeone in their workplace

Returned interns Other returned interns

But Who Exactly Should Mentor?

• Alumni: The more recent the better• AIESEC Externals:

- TN takers

- Learning partners

- Speakers from conferences

- Board of Advisor members• Non-AIESEC Externals:

- University professors

- Family friends in corporate/government sector

Mentoring/Love

Rule #2People should find their own mentors…

You ‘giving’ someone a mentor is like you throwing a boy I’ve never met at me and saying,

“Here! This guy is your boyfriend for the next six months!”

Criteria for Good Mentors

• Experience: Have been in the mentee’s ‘shoes’ before• Perspective: Can share relevant viewpoints • Distance: Mentor has no direct influence on the mentee’s

role (ie, your team leader cannot be your mentor)• Sufficient time commitment

Discussion

• Who of your experienced members and alumni might make good mentors?

• Why? • In what areas could they be useful?

How Do I Get a Mentor?

• ‘Warm leads’ are best:

- Ask people you know

- Or get referrals from them• If ‘cold calling’:

- Do research and have target organisation in mind

- Enquire via HR co-ordinator• Openly say you are seeking a mentor and your goals… it

will help them refer you onto the most appropriate person

Mentoring/Love

Rule #3Meeting someone through friends

is much nicer than a blind date

Expectations of Mentorship

Participate Take time to get to know them

Set clear expectations Set clear boundaries between personal and professional

Respect confidentiality Balance between ‘need to know’ and ‘nice to know’ information

Follow up on action steps Evaluate the relationship

Expectations of Mentee

• Be influenced by the person not their position• Accept responsibility for your own development • Identify development needs• Share feedback received with peers/leaders• Respect your mentor’s busy schedule• Understand that YOU are the driver of the relationship

Expectations of Mentor

• Be aware of your ‘power’ and that it may influence how mentee approaches you

• Provide advice but recognise it might not be followed• Act as a role model• Share experiences and stories• Provide honest feedback

Do Not Expect…

• Mentor to give feedback about you to your peers/leaders• The relationship to continue after the agreed time period• Introductions to other people• Help on personal problems• Promotion or compensation

Stages of Mentor Relationship

• 1. Mentor/mentee become acquainted• 2. Mentor/mentee clarify goals/

expectations• 3. Needs are fulfilled as personal and

professional development occurs• 4. Mentorship ends and relationship

re-defined as colleagues and/or peers

Mentoring/Love

Rule #4Just like relationships, in a mentorship you’ll get to know each other,

have a ‘talk’ about where the mentorship is going, fufill your needs, and either move on or make it last!

Before the First Meeting…

• Consider your goals for the mentorship (and to LCVPHR)• Consider level of commitment (time, energy,

communication) you can give• Consider level of commitment you expect from the other

person• Send each other short biographies or CV

The First Meeting…

• Get to know each other (setting should be social)• Share goals and expectations• Decide form and frequency of contact• Establish kind of support the mentee needs• The roles with which the mentor feels comfortable

- Counsellor, role model, resource, etc

- Professional/personal/AIESEC issues• Date, action points and agenda for the next meeting

Ongoing Meetings…

• Discuss action points from previous meeting• Look at what was achieved• Discuss issues/successes that have arisen since previous

meeting and how to address them• Set goals for next meeting• Clarify how these fit into AIESEC/life plan• Set agenda and time/date for next meeting

Topics for Ongoing Meetings

• Problem solving• Analysing strengths and

weaknesses• Reviewing personal goal

setting plans • Reviewing functional plans• Discussing industry trends

Form and Frequency

• These should be decided by each mentorship pair

• Average one hour contact per month

• More contact in first two months (to build bonds and trust)

• In person most productive but also phone, IM and email

Discussion

• Could you yourself benefit from a mentor? • What kind of mentor would suit you? • What would be your goals for this mentorship?

What to Review

• How many times have you met? In person/by telephone?• Do you feel comfortable with the current

– Level of trust between– Progress made in building relationship– Support to your goals – Direction for next 6 months

• Do you require additional support in getting the most out of your mentorship?

How to Review

• Mentor/mentee evaluate in one of their meetings

• VPHR evaluation with mentee (or mentor)

- Short survey

- Casual chat• All mentees together (or all

mentors and mentees)• Results go to VPHR who keeps written record

When to Review

• Evaluation important early in the relationship• Evaluate with the mentee one month into the mentorship to

check contact has been made and expectations communicated

• Also helpful at 3 and 6 months into it to check progress

Mentoring/Love

Rule #5Painful though it can be,

you should regularly check on the health of the relationship

You always talk to your friends about how you think the relationship is going

Questions?