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Mentoring for success

  1. Mentoring for Success What does it take to be a Mentor? What does it take to be a Mentee?
  2. 2 Seven Steps 1. Learn what mentoring is all about 2. Discuss keys to successful mentoring 3. Have your first meeting 4. Continue the partnership 5. Have a six month check-up 6. Conclude the mentoring partnership 7. 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 it’s simple form it is people helping people grow and develop.” 3
  4. Step One: Learn What Mentoring is All About (cont’d)  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? 4
  5. 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. 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. 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. 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. 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: 10  Informal mentoring  Situational mentoring  Supervisory mentoring  Formal facilitated mentoring
  11. 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. 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 it’s okay to phone  Agree to confidentiality  Get to know each other
  13. 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. 14 Step Five: Have a Six-month Check-up  Describe progress (i.e, what’s working, what’s not working, what do we need to change)  Review Career Development Plan  Ask questions
  15. Reasons to Conclude Mentoring Partnership 15  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. 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 17
  18. 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. 19 Back-Up Charts
  20. GODDARD MENTORING PROGRAM
  21. 21 Mentoring Program-Background  Pilot Program - began January 1997  Program Evaluation-Issues and Recommendations  Institutionalized Goddard Mentoring Program -June 1999
  22. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 32 Relat ionship Between Goddard Mentoring Program and Other Mentoring Programs Goddard Mentoring Program •Formal Mentoring Training Other NASA/GSFC •Mentoring Forums Programs Flight Projects and Programs Career Development Program Professional Intern Program (PIP) Financial/Resources Management Career Development Program Applied Engineering Technology Directorate Minority Career Mentoring Program
  33. 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. 34 2000-2001 Program Schedule (cont’d)  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
  35. Contact us Parveen Kumar Chadha… THINK TANK (Founder and C.E.O of Saxbee Consultants) Email :-saxbeeconsultants@gmail.com Mobile No. +91-9818308353 Address:-First Floor G-20(A), Kirti Nagar, New Delhi India Postal Code-110015 Should you have Good qualification, experience, expertise, contacts join the community of saxbee consultants