1. What does it take to be a Mentor? What does it take to be a Mentee?
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

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

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.)
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. Other NASA/GSFC Programs Technology Directorate
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. 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