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Outline:
Part I: Setting the Stage
 Mentoring Mission  Objectives (Mentoring Relationship & Program)  Definitions  Mentor and Protg Roles

Part II: Process



Part III: Resources

 Tools and Resources  Program Flexibility

 

Program Guidelines Mentoring Framework Mentoring Process Steps

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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 developmental opportunities. Since this is a pilot program, participants will also be helping to create and shape a tool that can benefit a wider 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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Mentoring Program Objectives

 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
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What is Mentoring?
Mentoring is
 a means of developing human resources  about guiding others in their personal quest for growth through learning  a stimulating journey of self-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 for encouraging human growth

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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 of learning, 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?
A Mentor is a learning leader who facilitates the learning process for a Protg:  Promotes intentional learning through multi-channels: transformational learning, beyond the day to day
Coaching, insights, sharing own experiences (anecdotes and personal scenarios), guidance, modeling, stimulates individual growth, encourages thought provoking opportunities that help develop a personal 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 path for the future of the protg.
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What is the Mentors Responsibility?

 Mentors Responsibility:
Career support by 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 track to 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 of personal 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?

A Manager supports 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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Mentoring Program Guidelines

How often do we meet?
 Protgs and Mentors may meet twice a month, or a minimum once a month

How do we work together?

 Proteges and Mentors review the Protgs needs assessment and establish goals for career development.  Resources are available on the Mentoring Website to guide conversations and development opportunities  Proteges work on the development actions and check in with Mentor for coaching  Proteges and Mentors complete quarterly feedback reports on-line.

How long is the program?

 It is a twelve month program.
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Mentoring Framework Types of Mentoring Relationships

Senior Leaders Peers Subject Matter Expert External Family

Types of Sub-Mentors
Career Development Job Challenges & Business Related Issues Individual Development Gain New Insight and Experience Special Projects

Types of Mentoring Discussions

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Steps in the Mentoring Process

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
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Step 1. Register on-line

The first step in the Mentoring Program is to use the online system to register. The Program Adminstrator will send you the link. Enter the homepage of the Mentoring Program: sign-in as a new user and complete the registration. Ensure you remember your password Once the Administrator approves you, you will receive an email directing you to take the self-assessment. Enter the Mentoring Program homepage again 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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4. Identify Strengths & Development Needs

Identify areas that need improvement and brainstorm actions for development 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

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Step 5. Meetings
First Meeting:
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 and aligned
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Step 5. Meetings
On-Going Meetings
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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Step 7. On-Line Feedback Tool

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

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Step 8. End of Program Evaluation

Protg and Mentors 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 your Protg 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! info@hrtalentpro.com www.hrtalentpro.com

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