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Mentoring for Success. What does it take to be a Mentor? What does it take to be a Mentee?. Presented by: Nichole Richmond. Seven Steps. Learn what mentoring is all about Discuss keys to successful mentoring Have your first meeting Continue the partnership Have a six month check-up

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mentoring for success

Mentoring for Success

What does it take to be a Mentor?

What does it take to be a Mentee?

Presented by: Nichole Richmond

seven steps
Seven Steps
  • Learn what mentoring is all about
  • Discuss keys to successful mentoring
  • Have your first meeting
  • Continue the partnership
  • Have a six month check-up
  • Conclude the mentoring partnership
  • Consider participating in the Goddard Mentoring Program
step one learn what mentoring is all about
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.”
step one learn what mentoring is all about cont d
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?
what does it take to be a mentor
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
what are the mentors responsibilities
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
what does the mentor get out of it
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
what are the mentees responsibilities
What Are the Mentees’ Responsibilities?
  • Devote time to yourself
  • Willing to learn
  • Able to accept feedback
  • Willing to “stretch”
  • Ability to identify goals
what does the mentee get out of it
What Does the Mentee Get Out of It?
  • Listening ear
  • Valuable insight
  • Understandings of strengths and opportunities for improvement
  • Doors opened
  • Different perspective
what are the different types of mentoring
What Are the Different Types of Mentoring?
  • It is important to understand that there are several types of mentoring:
    • Informal mentoring
    • Situational mentoring
    • Supervisory mentoring
    • Formal facilitated mentoring
step two discuss keys to successful mentoring
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
step three have your first meeting
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
step four continue the partnership
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
step five have a six month check up
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
reasons to conclude mentoring partnership
Reasons to Conclude Mentoring Partnership
  • 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
step six conclude the mentoring partnership
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
step seven consider participating in the goddard mentoring program
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
for more information
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
goddard mentoring program

GODDARD MENTORING PROGRAM

Presented by: Nichole Richmond

http://ohr.gsfc.nasa.gov/Hot/Mentoring.htm

mentoring program background
Pilot Program - began January 1997

Program Evaluation-Issues and Recommendations

Institutionalized Goddard Mentoring Program -June 1999

Mentoring Program-Background
program purpose
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
program goals
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
mentoring program matching process cont
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
mentoring program matching process cont25
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
mentoring program roles and responsibilities
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
mentoring program roles and responsibilities cont
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
mentoring program roles and responsibilities cont28
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
program design
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
program design cont
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
mentoring forum brown bag lunch topics
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
slide32

Relationship Between Goddard Mentoring Program and Other Mentoring Programs

Financial/Resources

Management

Career Development

Program

Professional Intern

Program (PIP)

  • Goddard
  • Mentoring
  • Program
  • Formal Mentoring Training
  • Mentoring Forums

Flight Projects

and Programs

Career Development

Program

Other NASA/GSFC Programs

Applied Engineering

Technology Directorate

Minority Career

Mentoring Program

2000 2001 program schedule
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
2000 2001 program schedule cont d
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
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