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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

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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


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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


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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.”


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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?


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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


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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


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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


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What Are the Mentees’ Responsibilities?

  • Devote time to yourself

  • Willing to learn

  • Able to accept feedback

  • Willing to “stretch”

  • Ability to identify goals


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What Does the Mentee Get Out of It?

  • Listening ear

  • Valuable insight

  • Understandings of strengths and opportunities for improvement

  • Doors opened

  • Different perspective


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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


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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


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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


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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


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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


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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


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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


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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


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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


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Back-Up Charts


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GODDARD MENTORING PROGRAM

Presented by: Nichole Richmond

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


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Pilot Program - began January 1997

Program Evaluation-Issues and Recommendations

Institutionalized Goddard Mentoring Program -June 1999

Mentoring Program-Background


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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


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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


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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


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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


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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


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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


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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


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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


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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


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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


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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


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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


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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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