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NextBack 2 Outline: Part I: Setting the Stage  Mentoring Mission  Objectives (Mentoring Relationship & Program)  Definitions  Mentor and Protégé Roles Part II: Process  Program Guidelines  Mentoring Framework  Mentoring Process Steps Part III: Resources  Tools and Resources  Program Flexibility

NextBack 3 Mission of a Mentoring Program The mission of the Mentoring Program is to grow our own internal talent by providing the participants with leadership challenges and developmental opportunities. Since this is a pilot program, participants will also be helping to create and shape a tool that can benefit a wider audience of your colleagues in the future.

NextBack 4 Mentoring Relationship Objective The objective of the mentoring relationship is to experience a stimulating journey of self-discovery and development which will provide you exposure to opportunities for personal fulfillment and achievement. Enjoy your journey!

NextBack 5  Retention and engagement Support and reward high performance  Succession Planning Creation of talent pool  Development of professional relationships  Create culture of continuous learning Individual development Knowledge transfer  Career growth and development: Cultivate individual career planning ownership  Mentor to gain better perspective of individual / organizational issues Mentoring Program Objectives

NextBack 6 Mentoring is… a means of developing human resources about guiding others in their personal quest for growth through learning a stimulating journey of self-discovery and development which provides opportunities for personal fulfillment and achievement. a fundamental form of human development where one person invests time, energy, and personal know-how assisting the growth and ability of another person. a method for encouraging human growth What is Mentoring?

NextBack 7 What is a Protégé / Mentee? A Protégé /Mentee is the recipient of the Mentor’s guidance and must be committed to expanding his/her capabilities, be open and receptive to new ways of learning, and have a sense of personal responsibility about the mentoring relationship and his/her own growth & development

NextBack 8 What is a Mentor? A Mentor is a learning leader who facilitates the learning process for a Protégé/Mentee:  Promotes intentional learning through multi-channels: transformational learning, beyond the day to day Coaching, insights, sharing own experiences (anecdotes and personal scenarios), guidance, modeling, stimulates individual growth, encourages thought provoking opportunities that help develop a personal vision, helps protégé identify his personal winning strategy, elicits high commitment to personal change and development Opens doors to learning opportunities when possible and appropriate  Provides Protégé/Mentee exposure to broad networks  Provides a broader view (than the Manager) thus creating a path for the future of the protégé.

NextBack 9 Further clarification of Mentoring: The Bike Analogy: A therapist will explore your fears about riding a bike A consultant will tell you how to ride a bike A mentor will show you how to ride a bike A coach, when you decide you want to ride a bike, will run along beside you to provide support A manager, in a bike shop, provides the employee performance feedback and monitors performance

NextBack 10 What is the Mentor’s Responsibility?  Mentor’s Responsibility: Career support by encouraging challenging and growth opportunities (horizontal career moves) Emotional support: encouragement, recognition, feedback, coaching Support for short term and/or long term planning Access to learning opportunities, resources and networking Keeps the protégé on the right track to avoid aimless detours

NextBack 11 Protégé / Mentee Responsibilities:  Be committed to expanding his/her capabilities  Be open and receptive to new ways of learning  Be open to feedback  Have a sense of personal responsibility about the mentoring relationship: take ownership  Follow through on development plan and coaching for his/her own growth and development

NextBack 12 What is the Protégé Manager’s Role? A Manager supports the Protégé / Mentee’s learning process by encouraging on the job learning (day to day capacity building) and monitoring employee performance in alignment with corporate goals

NextBack 13 How often do we meet?  Protégés and Mentors may meet twice a month, or a minimum once a month How do we work together?  Proteges and Mentors review the Protégé’s needs assessment and establish goals for career development.  Resources are available on the Mentoring Website to guide conversations and development opportunities  Proteges work on the development actions and check in with Mentor for coaching  Proteges and Mentors complete quarterly feedback reports on-line. How long is the program?  It is a twelve month program. Mentoring Program Guidelines

NextBack 14 Mentoring Framework Master Mentor Group E-Mentoring Situational Individual Types of Mentoring Types of Sub-Mentors Specific Development Topic Superior Peer Subject Matter Expert External Family

NextBack 15 Step 1. Register on-line Step 2. Complete competency assessment Step 3. Attend Mentoring Workshop: Mentoring Overview and Familiarization with on-line tools Step 4. Identify strengths, development needs, goals Step 5. Mentor and Protégé first meeting: get acquainted and complete Mentor / Protégé contract Step 6. Mentor and Protégé on-going meetings: refer to discussion guide, agenda, work on areas for devp and challenges, measure outcomes Step 7. Quarterly feedback submitted on-line Step 8. End of program final program evaluation Steps in the Mentoring Process

NextBack 16 Step 1. Register on-line  The first step in the Mentoring Program is to use the online system to register. The online registration website is: h ttp://iod.mentorapps.com  Enter the homepage of the Mentoring Program: sign-in as a new user and complete the registration. Ensure you remember your password  Once the Administrator approves you, you will receive an directing you to take the self-assessment. Enter the Mentoring Program homepage again and complete the self-assessment (using the password you created)

NextBack 17 Step 2. Complete Competency Assessment  Complete the Competency Assessment by rating your current level of proficiency. The assessment automatically calculates your averages. Review the results and identify areas that are strengths and development areas  Save and print a copy of the assessment to share with your Mentor during your first meeting.

NextBack 18 Step 3. Attend Mentoring Workshop  Mentoring Overview  Familiarization with on-line tools

NextBack 19  Identify areas that need improvement and brainstorm actions for development Review the Assessment and identify strengths and development areas Add any other areas you want to develop Prioritize: work just on the top 3 Identify action steps that will help you achieve desired goals What resources you will need and how can your mentor support you? Commit to executing on your action plan Determine how you will track progress against your action plan 4. Identify Strengths & Development Needs

NextBack 20 Step 5. Meetings First Meeting:  Get acquainted and establish a relationship Find commonalities and share personal interests, hobbies Share professional background, education, and areas of expertise Learn about what is most important to each one of you  Set expectations What does the Mentor expect from the Protege? What does the Protégé expect from the Mentor? What will the Mentor provide or not provide? How will we measure and evaluate outcomes?  Complete a Contract Agreement Refer to Contract Agreement in the Mentoring website, download it and complete it Print the completed document – refer to it so you stay focused and aligned

NextBack 21 Step 5. Meetings On-Going Meetings  Set a specific time, date, and location  Have an agenda prepared in advance  Have a summary of notes from the last session  Meet at the agreed time and be punctual  Follow up on action items from last meeting  Agree on what will be discussed in next meeting  Agree on action items to be accomplished against devp plan  Proteges and Mentors have one final meeting to share learnings and celebrate their success

NextBack 22 The Purpose of the Feedback is:  To enhance your mentoring relationship and ultimate outcome of your development plan  Share feedback to recognize accomplishments, and to suggest opportunities for improvement  Track and Monitor Progress Step 7. On-Line Feedback Tool

NextBack 23 Step 8. End of Program Evaluation Protégé and Mentors complete an end of the program evaluation to determine the effectiveness and measure results.

NextBack 24 Mentoring Web-Site Demo

NextBack 25 Tools and Resources Mentor & Protégé Benefits of Mentoring Mentoring Process Overview Mentoring Styles Meeting Agenda Mentor / Protégé Contract Identify Challenge Brainstorming Action Planning Template Feedback Review Mentor Mentor Discussion Guidelines Communicating with your Protégé Mentor Roles & Resp Protégé Protégé Roles & Resp Writing S.M.A.R.T. Goals Protégé Devp Plan Development Resources

NextBack 26 Program Flexibility Mandatory:  Register  Complete Self-Assessment (Protégé)  Identify Strengths/Development  Attend Mentor/Protégé Meetings  Create and Execute Development Plans  Provide Feedback: Quarterly and End of Program Optional  Tools (Contract – strongly suggested)  Can use current devp plan

NextBack 27 “All truths are easy to understand once they are discovered; the point is to discover them.” Galileo Galilei “I hear and I forget. I see and I remember. I do and I understand.” Confucious