Mentoring Training Program

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Mentoring Training Program
For Proteges and Mentors
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Outline

• Part I Setting the Stage
• Mentoring Mission
• Objectives (Mentoring Relationship Program)
• Definitions
• Mentor and Protégé 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
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 Protégé?

• A Protégé 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 Protégé
• 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 protégé
  identify his personal winning strategy, elicits
  high commitment to personal change and
  development
• Opens doors to learning opportunities when
  possible and appropriate
• Provides Protégé exposure to broad networks
• Provides a broader view (than the Manager) thus
  creating a path for the future of the protégé.

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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 protégé on the right track to avoid
  aimless detours

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Protégé 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 Protégé Managers Role?

• A Manager supports the Protégé / 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?
• Protégés and Mentors may meet twice a month, or a
  minimum once a month
• How do we work together?
• Proteges and Mentors review the Protégés 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
Family
Peers
External
Senior Leaders
Subject Matter Expert
Types of Sub-Mentors
Job Challenges Business Related Issues
Special Projects
Gain New Insight and Experience
Individual Development
Career Development
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 Protégé first meeting get
acquainted and complete Mentor / Protégé contract
Step 6. Mentor and Protégé 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 Protégé 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

• Protégé 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 Protégé
• Benefits of Mentoring
• Mentoring Process Overview
• Mentoring Styles
• Meeting Agenda
• Mentor / Protégé Contract
• Identify Challenge
• Brainstorming
• Action Planning Template
• Feedback Review

• Mentor
• Mentor Discussion Guidelines
• Communicating with your Protégé
• Mentor Roles Resp

• Protégé
• Protégé Roles Resp
• Writing S.M.A.R.T. Goals
• Protégé Devp Plan
• Development Resources

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Program Flexibility

• Mandatory
• Register
• Complete Self-Assessment (Protégé)
• Identify Strengths/Development
• Attend Mentor/Protégé 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_at_hrtalentpro.com www.hrtalentpro.
com