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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. 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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  1. Mentoring for Success What does it take to be a Mentor? What does it take to be a Mentee? Presented by: Nichole Richmond

  2. 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

  3. 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.”

  4. 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?

  5. 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

  6. 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

  7. 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

  8. What Are the Mentees’ Responsibilities? • Devote time to yourself • Willing to learn • Able to accept feedback • Willing to “stretch” • Ability to identify goals

  9. What Does the Mentee Get Out of It? • Listening ear • Valuable insight • Understandings of strengths and opportunities for improvement • Doors opened • Different perspective

  10. 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

  11. 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

  12. 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

  13. 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

  14. 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

  15. 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

  16. 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

  17. 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

  18. 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

  19. Back-Up Charts

  20. GODDARD MENTORING PROGRAM Presented by: Nichole Richmond http://ohr.gsfc.nasa.gov/Hot/Mentoring.htm

  21. Pilot Program - began January 1997 Program Evaluation-Issues and Recommendations Institutionalized Goddard Mentoring Program -June 1999 Mentoring Program-Background

  22. 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

  23. 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

  24. 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

  25. 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

  26. 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

  27. 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

  28. 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

  29. 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

  30. 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

  31. 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

  32. 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

  33. 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

  34. 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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