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Extension Professional Development Mentoring Program

“Mentors light the way”. Extension Professional Development Mentoring Program. Extension Professional Development Mentoring Program.

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Extension Professional Development Mentoring Program

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  1. “Mentors light the way” Extension Professional Development Mentoring Program

  2. Extension Professional Development Mentoring Program No longer based on a leader-follower model, mentoring is a two-way relationship where both individuals benefit, learn, grow, change and enhance the organization. The critical foundation of this transformational alliance is a relationship centered on mutual trust.

  3. Support newer staff in their early career years as they join the Extension system. Support the specific needs of County Extension Directors (CEDs) as they take on management and supervisory roles in the organization. Support a program that is beneficial to both the mentor and the person being mentored. MSUE Mentoring Program Objectives

  4. Mentoring from Newer Employee’s Perspective • No fault closure options, transitions options • Feedback • Meeting schedule • Agreements regarding contacts between the mentor and the match

  5. What does the new staff member get out of it? • Listening ear • Valuable direction • Gaps filled in • Doors opened • Different perspective

  6. What are the new staff member’s responsibilities? • Willingness to learn • Ability to accept feedback • Willingness to “stretch” • Ability to identify goals • Willingness to make priority time for your mentor

  7. Individual CareerDevelopment Plan One of the most important topics you can discuss with your mentor is your career goals. S/he can help you: • Assess your current situation and skill set. • Develop a professional development plan. Refer to the Creating Your Professional Development Plan section of your professional development portfolio. • Consider other opportunities within MSU Extension.

  8. No Fault Termination • May be initiated by either party • Either party should advise their match first • Next, advise the professional development leader of the intent to dissolve the match • Professional development will arrange for a new mentor and advise others who need to be informed

  9. Six-month Check-up • Describe progress • Notify if you decide to end relationship • Review professional development plan • Ask questions

  10. After one year… • Both parties mutually decide assess whether to extend the mentoring relationship or to formally close it. • One option is to transition to a new mentor relationship (on employee’s initiative or arranged with mentor). • Consider other avenues of career or professional development. Your mentor’s can provide counsel and guidance • Celebrate! Consider an appropriate way to celebrate your success at the end of a year

  11. Look for these resources (and more) in theOnline Mentor Toolbox • Responsibilities of the staff member in a mentor match relationship • Mentoring program educator needs assessment • Mentoring program visit report • Six month checkup – educator • Mentoring program one year evaluation • Creating your own professional development plan

  12. “Mentors light the way” Mentoring is for you! Welcome to MSUE’s mentoring program! profdev@anr.msu.edu

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