Overview of what is mentoring, what are the roles of mentor and mentee, and high level info on the benefits of mentoring and how to mentor successfully.
2. “The delicate balance of mentoring someone
is not creating them in your own image, but
giving them the opportunity to create
themselves.” — Steven Spielberg
10. The Two Types of
Mentoring
One-on-One Mentoring
● Mentor meets with mentee
twice a month for 60 minutes
● Create a mentorship
agreement
● Establish trusting relationship
● Help mentee focus on
reaching development goals
Group Mentoring
• Small group of mentors and
mentees
• Meets bi-monthly
• Discuss topics of mutual
professional interest
• Gain the perspectives of other
mentors/mentees
11. Mentorship
Schedule
• Mentorship Kickoff (Today!)
• Mentor and Mentee Training (end of June)
• Mentor/Mentee first meeting: First Week of July
• Set up mentorship agreement and define goals
• Start building a productive relationship
• Mentor/Mentee bi-weekly meetings for 60 minutes (July -
Sept)
• End of Mentorship Celebration! (Oct)
13. Guidelines for the Mentorship
Relationship
• Confidentiality
• Commitment to the relationship
• Sharing personal information
• Mentor intervention into work-related issues
Introduce the mentorship program components
Clarify expectations for participation in the program
Raise awareness of mentorship pitfalls and traps to avoid
Get some practice with some speed mentoring
When mentoring occurs, the mentee learns something that otherwise would be acquired less thoroughly, more slowly, or not at all.
Help participants identify and achieve career development and personal growth goals that support business objectives
Support building a bench of leaders who have knowledge, skills and abilities
Foster higher levels of engagement and career vision
Equip participants with the tools necessary to perform to their highest capability within their current roles
Create opportunities to meet and partner with others of different job titles, descriptions or cultural boundaries
Create a culture that sees mentorship as an effective way of developing individuals
What worked well?
What did not worked well?
Helps the mentee to develop their desired growth area(s)
Interprets feedback and assists mentee with converting feedback into action
Listens and provides encouragement, feedback, and new insights
Asks questions to assist and challenge mentee
Assists mentee with reflecting on past successes and failures to identify strengths to leverage and weaknesses to mitigate
Creates a safe and trusting relationship
Serves as the mentee’s sounding board
Protects privileged mentee relationship
Focuses on achieving sustainable results the right way
Clarifies expectations and priorities
Develops and maintains trusting relationship
Seeks ongoing feedback to improve personal contributions
If necessary, adjusts goals and priorities due to dynamic business environment
Ask for opinions about the responsibilities of both mentor and mentee. Was anyone surprised that something was/wasn’t included?
I’ll also be sending monthly checkins, and resources to help progress your mentorship relationship.
The mentorship agreement brings clarity to the mentor and mentee’s goals and expectations for the relationship and defines their working relationship together. The sole purpose of completing a mentorship agreement is to benefit your relationship with your mentee. Agreements will not be collected or reviewed by anyone outside of your relationship.
Build
Talk straight, share who you are and what you are about
Demonstrate respect in all interactions
Keep commitments; be flexible and accessible
Erode
Actions are misaligned with words
Reveal little about yourself
Be unprepared for 1:1 mentoring
Lose composure with your mentor/mentee
Build
Agree on boundaries
Summarize agreements and next steps
Seek approval before sharing information with others
Erode
Share “insignificant” portion of your conversations with others
Provide information about other mentors/mentees
Build
Be timely with your thoughts and opinions
Be present and attentive
Erode
Multi-tasking during meetings
Ask close ended questions and demanding answers
Build
Provide specific, actionable feedback to each other around the relationship, needs, etc
Erode
Reluctance to voice a concern
Going through the motions versus sharing how you really feel
Having unrealistic expectations for the relationship and focusing on too much, too soon.
Getting sidetracked by personal stuff
Expecting a mentor to provide with all of the answers
Being too nice or patient to the point that you are not saying what needs to be said.
Wanting to move too quickly through trust building
Allowing yourself to get overly frustrated over the lack of progress made.
Being friends with your mentor/mentee at the expense of true development.
Like speed dating w/o the messy breakup :)
The purpose of speed mentoring is to provide a quick hit of information in the form of a discussion of your mentoring strengths and professional challenges, a good way to learn about each other, and a methodical way to “try-on” a number of mentoring relationships to see one you may want to pursue later.
