Mentoring: The CED’s Role in Facilitating the Process

1. Mentoring: The CED’s Role in Facilitating the Process A Presentation for New CED Training, Nov. 7, ‘07 Compiled by C.S. Vavrina

2. This Presentation Was Made Possible Through: • UF/IFAS Mentoring Hand Book • The Mentoring Program - Kentucky Cooperative Extension Service and • FL CEDs Like You! – Katherine Allen, Monica Brinkley, Debra Boulware, Jim Fletcher, Lockie Gary, Rick Godke, David Griffis, Celia Hill, Anita Neal, Audrey Norman, Joe Pergola, Mary Beth Salisbury, Jim Selph, Glinder Stephens, Mary Williams

3. Mentoring Basics PHILOSOPHY Mentoring: 1) Is a partnership. 2) Is a nurturing, professional relationship. 3) Provides open communication. 4) Enhances employee development. 5) Benefits the new agent, the mentor, and the organization.

4. Mentoring Basics Goals and Objectives The goal of mentoring is to provide a professional, educational, and personal support system for the new agent. The objectives in mentoring are multi-faceted.

5. Mentoring Basics Mentoring Objectives include: • Identifying resources and resource persons for the new agent. • Educating the new agent in organizational philosophy, goals, and values. • Sharing skills and knowledge of an experienced and successful County Extension Agent to meet the needs of the new agents. • Strengthening the new agents’ leadership skills and self-confidence.

6. Mentoring Basics • Mentors provide two basic functions; a career function and a psychosocial function • The career function focuses on: • helping mentee achieve technical competence & • being successful operating in the organization. • The psychosocial function involves • helping mentee adapt/adjust to the organization & • balance work/family and improve his/her outlook, etc.

7. Mentoring Basics CEDs, as well as assigned mentors, function in three roles: • Role Model (Inspirer) • Career Counselor (Investor) • Leader/Coach (Supporter)

8. Mentoring Basics • Role Model (Inspirer) • Styles appropriate attitudes, behaviors, protocols, and responses and explains why these are appropriate. • Models effective behavior in their daily life within the organization. • Inspires the mentee to meet and possibly exceed his or her chosen goals. • Encourages mentee learning and constructive development.

9. Mentoring Basics • Career Counselor (Investor) • Providesinsights on the markets, environment, culture, values and evolving changes within the organization. • Shares personal/business contacts to help the mentee gain realistic information about various options, tactics and strategies for accomplishing objectives. • Supportsthe mentee when he/she is experiencing stress and uncertainty. Offers ideas and info on career development, resource contacts, and paths to explore for career advancement.

10. Mentoring Basics • Leader/Coach (Supporter) • Instructsphilosophically in the form of stories, biographical incidents, and legends about leadership and its responsibilities. • Counselsthe whole person about values, integrity and ethical conduct. • Explores issues and discusses where certain paths of conduct will ultimately lead. • Helpsthe mentee recognize the outcomes of his or her actions and plans.

11. CEDs Role in Facilitating the Mentoring Process Per the IFAS Mentoring Handbook, the County Extension Director agrees to: • Help match mentee with mentor to achieve best fit. • Provide support (resources, time, personnel) for the mentoring relationship. • Support the “no-fault” clause of the program: the relationship can be ended by either party at no fault.

12. CEDs Role in Facilitating the Mentoring Process Matching Process • Work with other CEDS & subject matter faculty to determine good mentors for the new agent. • Encourage your new agent to visit other offices locally to see if a “good fit” emerges. • Offer suggestions of a potential mentor to the District Extension Director • Encourage office colleagues to learn to become good mentors for new agents.

13. CEDs Role in Facilitating the Mentoring Process Ongoing Support • Supports the mentoring process as it becomes a part of the organization’s culture. • Encourages new agents to seek guidance from the mentors. • Follows-up on the process, asks for updates, reviews resource materials, chats with mentor. • Encourages mentee to contact DED as to progress of mentoring process.

14. CEDs Role in Facilitating the Mentoring Process Evaluation • Recognize involvement of your agents as mentors by incorporating positive comments in their performance appraisals. • Provide DED/mentor input for ongoing evaluation and improvement of the mentoring program. • Work with DED to invoke the “no-fault” policy should that be necessary.

15. Remember … Be positive, Be engaged, Be accessible A mentor is trusted adviser teacher friend peer

16. And now for something completely different

17. Top 10 Strategies of IFAS CED’s in Facilitating the Mentoring Process

18. 06. Take time to be available 07. Explain and help them with University/County/Office reporting processes 08. Give constructive feedback, praise and specific suggestions for improvement 09. Be a good listener 10. Introduce them to important people in the county and peers in Extension

19. 02. Encourage them and help them stretch 03. Monitor mentee/mentor progress to determine if it is indeed a good match for the new agent 04. To clearly define expectations, set goals and enhance career development 05. Develop a relationship of ongoing/open communication & support, provide resources, reassurance and tools needed to perform the job effectively.

20. And the #1Strategy in Facilitating the Mentoring Process 01. Coach mentee on developing strategies to program effectively, problem solve, manage volunteers, prioritize work load (family) and other programmatic efforts.

21. Questions ?