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The Art of Mentoring and Staff Development

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The Art of Mentoring and Staff Development Presented by: Kay W. Soltis Director of Financial Aid Pacific Lutheran University – PowerPoint PPT presentation

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Title: The Art of Mentoring and Staff Development


1
The Art of Mentoring and Staff Development
  • Presented by
  • Kay W. Soltis
  • Director of Financial Aid
  • Pacific Lutheran University

2
Staff Development and Mentoring
  • Where are you in your career
  • At the Beginning
  • Promotion/Advancement
  • Looking forward to Retirement

3
Staff Development
  • At the beginning
  • Become well versed in your responsibilities
  • Stretch yourself
  • Volunteer for your professional organization

4
How does one prepare
Training - Programmatic Professional
Development Coaching A collaboration in which
the person being coached (coachee) defines the
agenda and the coach serves as a committed
listener, active inquirer and instrument of
change. Mentoring Coaching and copying, this
is one time plagiarizing is a good thing, what
you are trying to do is learn from the mentor the
talents you would like to emulate.
5
Mentor
Defined as the process by which experienced
people who go out of their way to 1) help you
clarify your vision and personal goals and 2)
build skills to reach them It is a relationship
of influence, of moving forward in ways that
simple book learning, training manuals and static
leadership concepts cannot achieve. A critical
first step in maximizing this powerful tool is
pairing people in mentoring relationships that
work. (The mentoring Match Finding the perfect
pairing by Liz Selzer, Ph.D CW Bulletin)
6
Mentoring Quote
Mentoring is a brain to pick, an ear to listen,
and a push in the right direction. John C.
Crosby Ive learned that people will forget what
you said, people will forget what you did, but
people will never forget how you made them feel.
Maya Angelou
7
Benefits to a Mentor
  • What kind of attributes should one look for in a
    mentor
  • Someone in the corporation/institution
  • that is well respected, gets things done
  • Availability
  • Experience
  • Trust
  • Attitude
  • Maturity
  • Honesty
  • Good listener, willing to give guidance to the
    mentee to problem solve and develop confidence
    and reinforces analytical skills

8
Benefits for Mentee
  • Supportive system
  • Internal view on how to control your career
  • Opportunity to see diverse perspective and
    experiences
  • Learn good communications skills - give and take
  • Commit to constructive feedback
  • Set goals and review on a regular basis

9
Benefits to the Organization
  • Contributes to a positive climate and a clear
    understanding of professional responsibilities
    and expectations
  • May increase employee satisfaction and retention
    by allowing a new employee to feel part of the
    organization
  • Allows for improved job performance, adds to
    faster learning all resulting a better trained
    staff

10
Finding a Mentor
  • Does your institution have a formal mentoring
    program?
  • How about your college alma mater?
  • Other organizations you may be associated with
  • If so these formal programs normally have a
    process to match mentee with mentors

11
Finding a Mentor on your Own
  • Identify someone you admire and respect
  • Decide what you hope to gain/need in a mentor
  • What characteristics are you looking for in a
    mentor
  • Ask around including co-workers and subordinates
    for input

12
What to look for in a Mentor
  • Someone you can respect
  • Look for a role model
  • Honesty
  • Sense of humor
  • Good listening skills
  • Offer feedback /constructive criticism
  • Positive upbeat attitude

13
What do mentors do?
  • Help assess your strengths and weaknesses
  • Help you develop skills for success and long
    range career plan
  • Foster your sense of belonging with the
    institution
  • Help you navigate the company culture and
    politics

14
Succession
  • How to prepare for succession
  • Qualities for succession vary based
  • on position

15
Summary
  • Art of Mentoring
  • Professional Development
  • Succession Plan
  • Questions

16
Question and Answers
  • Contact Information
  • Kay W. Soltis
  • Director of Financial Aid
  • Pacific Lutheran University
  • 253-535-7161
  • soltiskw_at_plu.edu
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