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Got a Situation? Get a situational mentor! Presented by Kathy Wentworth Drahosz. What is Situational Mentoring. Situational mentors are the right help at the right time and are usually available to help solve a quick problem, uncover a hidden talent or learn a new skill or behavior.

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what is situational mentoring
What is Situational Mentoring

Situational mentors are the right help at the right time and are usually available to help solve a quick problem, uncover a hidden talent or learn a new skill or behavior.

Got a situation? Get a situational mentor!

--Sue Porter Beffel

formal vs situational
Formal Mentoring

2-4 hours per month

Formal structure and support system

Mentoring training

Action plans and agreements

Mid and end of program evaluation

Situational Mentoring

Short-term, situational

Right help at the right time

Available for developmental activities (networking, shadowing or executive interviews, etc.)

Formal vs. Situational
trust that feeling
Trust that Feeling

“When something draws you to a person, trust that feeling. You may be creating a turning point in that person’s life.”

Don Shula and Ken Blanchard (1995)

Everyone’s a Coach

look for ways to create situational mentoring opportunities
Look for ways to create situational mentoring opportunities:
  • GovLoop – 3 month relationships
  • Flash Mentoring
  • Speed Mentoring Activities (during Mentoring Month)
  • Mentoring Training Workshops (open to all)
look for ways to involve situational mentors in formal mentoring
Look for ways to involve situational mentors in formal mentoring:
  • Quarterly forums, brown bag sessions
  • Speed mentoring event
  • Create a shadowing component
  • Informational interview
2010 2011 active mentoring programs
2010-2011 Active Mentoring Programs

26–33% of our formal mentoring

program participants (mentees) have

enhanced their formal mentoring partnerships

with situational mentors.

a situational mentor made a difference
A situational mentor made a difference!
  • “Meeting with situational mentors was very enlightening, and ultimately helped me choose a career path to pursue.”
  • “Setting up 'get to know you' meetings between my mentee and higher levels of management.”
  • “I met with an astronaut and we talked about careers, goals, and aspirations!
  • “This was very beneficial. I was able to meet with someone within my field who gave me perspective on the overall vision. S/he was very nice and offered continued mentoring opportunities.”
  • “I consider myself to have met with a situational mentor with every interview I conducted.”
got a situation1
Got a situation?

Employee-level mentoring:

  • Time management
  • Technical competencies
  • Relationship management
  • Public speaking
  • Multi-tasking
  • Boundary-spanning
  • Negotiation and conflict management
got a situation2
Got a situation?

Manager/supervisory mentoring:

  • Project management
  • Relationship management
  • Negotiation and conflict management
  • Managing in a turbulent environment
  • Motivating employees and teams
  • Performance improvement strategies
preparedness meets opportunity
Preparedness Meets Opportunity
  • How did you get into your current position?
  • Would you make the same career choice again? Why or why not?
  • Describe your current position. What other fields have you worked in over the years?
  • What are the major challenges that you encounter in your current position?
  • What advice would you have for someone considering your field or a similar position?
  • What professional experiences or training opportunities have you had that were helpful?
  • What do you like best about your present position? Dislike?
how to identify a situational mentor
How to Identify a Situational Mentor
  • Knowledge
  • Expertise
  • Likability factor
  • Value System
request a meeting
Request a Meeting
  • Once you have clarified your situational mentoring goals…
  • Set up the first meeting
  • Provide an agenda
  • Do some research
  • Follow up
speed mentoring
Speed Mentoring
  • Speed mentoring is a fun and interactive activity that enables employees an opportunity to make a quick connection that may lead to a short or long term mentoring relationship.
  • In small group discussions (or pairs) encourage participants to introduce themselves and answer a set of consistent questions.

Note: Be sure to highlight that this is a timed event and rotate mentors to the next table after 8-10 minutes.