1. ASTD NEFL Mentor Program Kick-off
SESSION LENGTH: 30 Minutes
MATERIALS NEEDED: Projector, Laptop, Copies Of Ppt, Blank Copies Of Protégé And Mentor Profiles, Sign In Sheet
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TIME : 5 min.
KEY POINTS:
Welcome. Introduce self and describe role on Mentor Steering Committee
Ask participants to share their name, their position/organization (if they are working), and very briefly something about their organization
The purpose of Mentor Orientation is to give you an overview of the program expectations and to help you decided if this program is a right fit for you
TRANSITION:
Let’s take a look at what we’ll cover today.
2012

2. Agenda Overview How the Program Works Member Interest Mission
Mentoring Overview
Mentor/Protégé Competencies
How the Program Works
Getting Started
2012 Program Calendar
Next Steps
TIME : ½ min.
KEY POINTS:
Review Agenda for this orientation
Chances are you were helped by a mentor sometime in your past – you may not have called him/her a “mentor” but looking back, you probably can name at least one person who did something special and important to help you with your education, career or life in general.
As part of ASTD San Diego, this Mentor program was designed with that in mind.
TRANSITION:
It’s a way of giving members like you an opportunity to take part in a two-way special relationship that can encourage growth and motivation.

3. Overview Member Interest Mission Mentoring Overview
Mentor/Protégé Competencies
TIME : ½ min.
KEY POINTS:
Let’s start with some background information (mission/history/overview of mentoring)
TRANSITION:
The overall purpose of our chapter. . .

4. Member Interest Survey Results
In 2010, ASTD NEFL conducted a survey and received 72 responses:
Nearly half of those polled are interested in a mentor program 47% (and nearly half don’t know yet 44%)
Interested in being a mentor (34%), a mentee (48%), and help to organize the program (18%)
Main goals (top 3) of the program for participants would be: Network and build relationships (77%), use and develop creative skills (56%), and give back to the development of others (56%)
Followed up survey with consultation from award-winning Mentor Program through ASTD San Diego
TIME : 7 min.
KEY POINTS:
Review slide
Do Activity
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ACTIVITY:
Now that you have some background about the program and mentoring, you may be wondering what’s in it for you to be involved.
Directions: Partner up with the person next to you. Take 3-4 minutes to share your thoughts about
Why you’d like to get involved with the program.
If you interested in becoming a mentor or a protégé
Bring group back together and ask 1 or 2 people to share.
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TRANSITION:
Now that you have had a chance to think about your own involvement, let’s look at some of the competences for mentors and protégés.

5. ASTD NEFL Chapter Mission Mentor Program Mission
Our Mission
ASTD NEFL Chapter Mission
ASTD Northeast Florida Chapter is a resource organization committed to providing learning and performance solutions to chapter members, training professionals, and the community.
ASTD NEFL
Mentor Program Mission
To provide opportunities for members to increase professional growth and membership value.
TIME : ½ min.
KEY POINTS:
Review slide
ASTD San Diego’s strategic goal is to get more members involved & increase the value of your membership
The Mentor Program helps support that goal
Many of you may be aware of this program or may have participated in the past: ASK for show of hands if anyone has been part of the Mentor Program in some capacity
TRANSITION:
This program dates back to 1999.

6. What is a Mentor?
“A wise and trusted counselor whose primary purpose is to teach and serve as a guide”
Provides “guided autonomy”
Encourages protégé to develop own goals and ideas
Provides teaching and learning opportunities for the protégé and mentor
TIME : 1 min.
KEY POINTS:
Review definition of mentor
A mentor is an experienced person who goes out of his or her way to help a protégé reach important goals.
Perhaps the greatest thing a mentor can do is encourage.
Mentors give advice, feedback, inspiration and opportunities for protégés to demonstrate their skills.
The mentoring relationship is an opportunity for both to teach and learn.
TRANSITION:
What are some of the advantages for mentors?

7. Why Mentoring? Advantages for Mentors:
Sharpen skills while teaching others
Obtain renewed confidence and motivation to achieve own goals
Leave behind a positive legacy to the Chapter, profession, and community
TIME : 1 min.
KEY POINTS:
Sharpen skills: Mentors learn new skills from their protégés, who may be closer to new information than are the mentors.
Renew confidence: Often mentors get recognition from their peers or managers for developing promising people. Have a renewed motivation to achieve their own goals.
Give back: Mentors have a chance, through these partnerships to “give something back” to both ASTD and the training community
TRANSITION:
The one who also benefits from the mentoring relationship is the protégé.

8. What is a Protégé?
“One whose well being, training, or career is promoted by an influential person.”
Identifies clear goals to achieve in the mentor relationship
Shares progress and accomplishments
Learns from Mentor’s successes and challenges
TIME : 1 min.
KEY POINTS:
Review definition of protégé
Protégés have opportunities to observe and interact with other ASTD members
Receive encouragement (which in turn increases their motivation)
Acquire knowledge and professional skills
Save time by learning shortcuts and strategies that are normally learned by trial and error
Ask specific questions and get one-one-one feedback.
Gain important personal contacts and resources.
TRANSITION:
What are some of the advantages for protégés?

9. Why Mentoring? Advantages for Protégés: Receive encouragement
Acquire knowledge and professional skills
Set and achieve goals
Learn best practices
Increase involvement in ASTD Chapter
Explore opportunities for career and personal growth
TIME : 1 min.
KEY POINTS:
Receive encouragement (which in turn increases their motivation)
Acquire knowledge and professional skills
Set clear goals.
Learn best practices: Save time by learning shortcuts and strategies that are normally learned by trial and error
Increase Involvement: Protégés have opportunities to observe and interact with other ASTD members. Gain important personal contacts and resources.
Explore: Ask specific questions and get one-one-one feedback.
TRANSITION:
Keep in mind that mentors and protégé can have very different backgrounds.

10. Mentors & Protégés Mentors and Protégés:
Can each have varying or overlapping levels of education and experience
Can be peers
May not have a lot in common personally or professionally
Should not be looking for a coaching, tutoring or clinical relationship
TIME : 7 min.
KEY POINTS:
Review slide
Do Activity
************
ACTIVITY:
Now that you have some background about the program and mentoring, you may be wondering what’s in it for you to be involved.
Directions: Partner up with the person next to you. Take 3-4 minutes to share your thoughts about
Why you’d like to get involved with the program.
If you interested in becoming a mentor or a protégé
Bring group back together and ask 1 or 2 people to share.
*****************
TRANSITION:
Now that you have had a chance to think about your own involvement, let’s look at some of the competences for mentors and protégés.

11. Competencies for Mentors
Be willing to invest time (minimum of 12 hours over four months)
Maintain openness and accessibility
Share experiences and resources
Practice tolerance
Listen carefully
TIME : 1 min.
KEY POINTS:
If you are considering being a mentor, think through the following.
Time: Willingness to invest time is important. One of the greatest challenges of past participants is time constraints. Think through this before you sign up.
Openness/Accessibility: For the relationship to be successful, you must be able to commit the time and effectively communicate with the protégé.
Practice tolerance: If the protégé does not meet your expectations, finds ways to benchmark ad celebrate the professional growth that does occur.
TRANSITION:
If you are considering being a mentor, the following guidelines may give you some ideas on how to best structure the relationship:

12. Competencies for Mentors p. 2
Acknowledge and validate Protégé’s feelings
Provide appropriate information
Avoid lecturing or preaching
Confront negative intentions or behavior
Encourage exploration of options
Be a member of ASTD NEFL for at
least three months
TIME : 1 min.
KEY POINTS:
As a mentor, you must be willing to *review slide*
Sharing information and ideas (such as books, web sites, professional contacts, models and theories) are appropriate and encouraged!
If negative intentions or behaviors arise, feel comfortable in confronting them – that is your role.
We are here to support you! The steering committee may be used as a resource if you are facing challenges.
TRANSITION:
Now let’s shift our focus more on expectations for the protégé.

13. Competencies for Protégés
Set SMART goals, learning objectives, or success criteria and follow-through on them
Show appropriate initiative
Avoid specific employment expectations --“No strings attached”
Be a member of ASTD NEFL for at least three months
TIME : 1 min.
KEY POINTS:
If you are considering being a protégé, consider the following.
Goal setting: Be willing to set SMART goals (specific, measurable, attainable, realistic and tangible)
Initiative: As the protégé, you are the one who should manage the relationship. It’s your development and we ask that you take responsibility for setting and achieving goals with guidance from the mentor
Employment: Be clear that it is not appropriate to ask for special favors to get interviews with the mentor’s organization. We ask that you have no hidden agendas – remember the purposed of the mentor relationship is professional growth.
Membership: Member for at least 3 months.
TRANSITION:
Some additional protégé guidelines for success:

14. Competencies for Protégés p. 2
Be receptive to feedback
Listen carefully
Be open to extensive self-examination
Have courage to try new behaviors
TIME : 1 min.
KEY POINTS:
As with all relationships, it is important to work and face challenges that you experience.
Express dilemmas: Work though them together.
Feedback: Be open receiving feedback non-defensively. As a protégé you should ask for specifics and be appreciative of the feedback.
Do your best to listen actively, even though you may not always agree.
Have courage to try new behaviors even though it stretches you and pulls you outside your comfort zone!
TRANSITION:
Let’s move into more details of how this Mentor Program works.

15. How The Mentoring Program Works
TIME : ½ min.
KEY POINTS:
Now, we’ll take a look at how to get started
The 2006 Calendar year
Some immediate next steps
TRANSITION:
The program at a glance…
Getting Started
2012 Program Calendar
Next Steps

16. Getting Started What When Determine if this program is right for you
June
If YES, fill out the Mentor or Protégé profile and submit
No later Than June 1
TIME : ½ min.
KEY POINTS:
Review dates
TRANSITION:
The Matching Event is when mentor and protégé pairs are determined.
Participants notified of acceptance to the Program
June 15
Attend Matching Event and Graduation Event
July 5 &
Oct 11

17. Getting Started At the Matching Event:
Mentor/Protégé pairs announced (max. 5 pairs)
Receive additional training that outlines remainder of program
Receive Handbook
TIME : 1 min.
KEY POINTS:
Read slide
TRANSITION:
After the matching event. . .

18. Getting Started * Breakdown: - 1 hour a month of face-to-face time
12 hours minimum commitment time required
* Breakdown:
- 1 hour a month of face-to-face time
- 5 hours total (or an estimated 20 minutes a week via face-to-face, , phone, webinar, etc.
- 3 hours of event time (Matching and Graduation Events) 

19. 2010 Program Calendar Profiles Due Date
No Later Than Friday, June 1, 2012
Mentorship Matching Event (with entire group)
Thursday, July 5, 2010, 11:00 – 1:00
Individual Mentor/Protégé Meetings (on your own)
Typically at least once a month from July to October; min. 1 hour face-to-face per month, remainder can be phone or
Follow-up/ Progress Reports (individually done via phone or with program coordinators)
August
September
Mentorship Graduation (with entire group) following the BIG EVENT
Thursday, October 11, 2010, 12:00-1:00
TIME : 2 min.
KEY POINTS:
2006 Calendar Year
The facilitated group meetings are a way to bring the entire program together to discuss challenges and celebrate successes.
TRANSITION:
Before signing up. . .

20. Next Steps Before signing up. . .
Reflect on the information presented today
Carefully consider the time commitment
Determine personal needs and goals
Ensure you have been an ASTD NEFL member for at least three months
TIME : 1 min.
KEY POINTS:
We ask that you think through the following before signing up.
Review slide
If you are not a member, you’ll need to join. The Mentor Program is a membership benefit. Membership information is located online ( or at the registration table.
TRANSITION:
If you’d like to be a part of the Mentor Program. . .

21. Next Steps If this program is right for you. . .
Complete a Mentor or Protégé profile today (profile forms also on website)
Submit it no later than 5 p.m. June 1, 2012
profile to:
Note: submitting your profile is your “official” intent of participation
TIME : 1 min.
KEY POINTS:
Review slide
Mentor or Protégé Profiles can be located online (or facilitator may want to profile out after orientation)
TRANSITION:
Once we have received all profiles, we will review to make sure that we can accommodate every person that would like to participate.

22. Next Steps If you are accepted to the Program. . .
You will be notified via no later than June 15, 2012 of your acceptance to the Program
You must attend Mentor Program Matching Event on Thursday, July 5, 2012 and Graduation on Thursday, October 11
TIME : 1 min.
KEY POINTS:
If we can accommodate everyone who is interested…
Review slide
TRANSITION:
Thank you for your time.
Does anyone have any questions?

23. Thank you! The 2012 Mentor Program Committee
TIME : 0 min.
KEY POINTS:
Thank you for your time & attention today!
Review contact information
The 2012 Mentor Program Committee
Dr. Cristina Echeverry- VP of Professional Development
Allison Turner- Chair of Mentor Program