1. “All men by nature desire knowledge.” – Aristotle “Tell me and I forget; show me and I remember; involve me and I understand.” - Anonymous

2. Welcome to the HRPA Barrie Mentoring Program Rewards of Mentoring include Leadership self-awareness and practice Fresh perspective and rejuvenation Personal satisfaction Increased networking opportunities Credits towards recertification Rewards of a Mentee include Personalized and customized career support Enhanced perspective Confidence building Skill enhancement Establishing larger network Charity regarding career directions, personal strengths and areas for improvement

3. History of Mentoring In Greek mythology, Mentor was the son of Alcumus and, in his old age, a friend of Odysseus. When Odysseus left for the Trojan War he placed Mentor in charge of his son, Telemachus, and of his palace. When Athena visited Telemachus she took the disguise of Mentor to hide herself from the suitors of Telemachus' mother Penelope. 10 years after Odysseus left for the Trojan war, the goddess disguised as Mentor, encourages Telemachus to stand up against the suitors and go abroad to find out what happened to his father. Eventually father and son were reunited to fight against those scheming to take over Odysseus' throne and Telemachus' birthright. When Odysseus returns to Ithaca, Athena (in the form of Mentor) takes the form of a swallow and the suitors' arrows have no effect on him. Sources: http://en.wikipedia.org/wiki/Mentorm HRPA Grand Valley Chapter

4. Mentoring Today Today a Mentor is described as an experienced person who goes out of his/her way to help a Mentee set important career goals and develop the skills to reach those goals. An informal Mentor provides coaching, listening, advice, sounding board reactions, or other help in an unstructured, casual manner A formal Mentor agreed to an ongoing planned partnership that is focused on helping the Mentee reach specific goals over a designated period.

5. Purpose The purpose of the mentoring program is to facilitate the mutual personal and professional growth and development of HR professionals and students while promoting our profession, supporting our community and adding value to the organization that we serve.

6. Mentor & Mentee Roles Mentee NeedMentor RoleMentee Role Build professional expertiseTeacherStudent Example: Mentee would like to gain more knowledge on a specific topic. Mentor to help mentee gain more insight by assigning a topic for research, sharing his/her own unique experience and knowledge so the mentee may benefit from the mentor’s background etc. Apply a new skill, knowledge or attitude in their workplace CoachCoachee Example: Mentor supports Mentee and acts as a “sounding board” when applying a new skill/knowledge/attitude in their workplace by giving constructive feedback and encouragement. Solve current issues in their workplace AdvisorAdvisee Example: Mentees are confronted with situations at their workplace they cannot solve on their own. Mentor will offer suggestions and provoke the Mentee to think independently to come to their own decisions. The Mentor also acts as “Challenger” by providing objective and honest feedback for all of the above.

7. Mentoring Committee The Mentoring Committee manages the Chapter’s Mentorship Program. The Committee is responsible for program design, implementation and evaluation of this program. In addition, they are responsible for supporting Mentors and Mentees with training, coaching and ongoing communication

8. Mentoring Process TimingActivityOutcome First ContactMentor will contact MenteeDate for first meeting First in person meetingMentee and Mentor will meet and begin to discuss expectations of the mentoring relationship Mentor will leave a Learning/Expectations agreement with Mentee. Mentee will need to fill out agreement within the week following the first meeting and send back to mentor OngoingMentee is responsible for contacting mentor for follow-up communication and sharing Phone, e-mail or in-person meeting will take place EvaluationMentor and Mentee will fill in an evaluation and share it with Mentoring Committee Feedback will take place and a written report will exist After the programInformal relationshipUnmonitored relationship

9. Mentee Responsibilities Take initiative and ownership of the mentoring program: Fill in the Learning/Expectations agreement, contact mentor for meeting times, follow-through on advice and ideas given to you by the mentor, keep notes and be proactive. Practice Confidentiality: do not share information on or about your mentor without their consent; keep your relationship professional and do not discuss personal information unless agreed otherwise with your mentor. See Professional Conduct slides. Be dependable: Fulfill the minimum of 2-4 hours monthly contact with your mentor; please give your mentor 24 hours notice for cancelled meetings and reschedule a new time.

10. Mentor Responsibilities Listening: Act as a sounding board for the mentee. Ask good questions and practice active listening skills (80/20 rule). Establish trust: Practice confidentiality regarding sharing Mentee information and discussing topics comfortable to both parties. Provide positive reinforcement: Assist the mentee in setting developmental goals. Offer advice and information and coaching for facilitate Mentee choices (see slide on different Mentee/Mentor roles); give constructive feedback (not as a parent). Be dependable: Be sure to keep your commitments and inform Mentee of changes. Assertive communication: Help Mentee understand their part in the relationship. Make them accountable and take ownership for commitments. Professionalism: Please read the Professional Conduct slides.

11. HRPA Professional Conduct Conduct toward others: A member acts with integrity and honesty toward other members of the profession, employees, employer and the public. Confidentiality: A member respects confidentiality of business and personal information and does not disclose such information without permission or legal order and is careful not to inadvertently allow others to obtain confidential information held in trust. Conflict of Interest: A member avoids, or discloses any conflict of interest which might influence personal actions or judgments, and refrains from using a position of trust and confidentiality to receive special benefits or gain for self, employees, employers, colleagues or the Association.

12. HRPA Professional Conduct Continued Rules of professional Conduct: Members shall comply with such standards as prescribed by the By-laws and the Code of Ethics. A member of the association shall exert every effort to raise the professional standards of the profession, to promote a climate that encourages the free exercise of professional judgment to foster co- operative relationships among colleagues, and to assist in promoting practice of the Human Resources profession. Disclaimer: HRPA Barrie’s role is to facilitate the matching of mentors with mentees and cannot assume further responsibility for conduct between the pairs once the matching has been completed. HRPA Barrie assumes both parties will conduct themselves in an ethical and responsible manner. Any behaviour deemed to be inappropriate should be reported to the Mentoring Committee as soon as possible.

13. FAQ 1)What are the time commitments or meeting formats that satisfy the requirements of this program? A:This is solely at the discretion of the mentee and mentor. Previous participants have used either one or all of the following formats: e-mail, telephone, and face-to face meetings. The Mentoring Committee suggests at least six (6) meetings within the program year in order to build a solid rapport with a minimum of 2 hours contact time each month.

14. FAQ continued 2)How does the “matching” work? A:Special “Mentee and Mentor Coordinators” have been set up within the committee to review applications and select Mentor/Mentee pairs that fit well together. Fit is based on personality, experience, professional strengths, career development needs, schedules, location, etc. Mentors and Mentees are then introduced, and meet face-to-face to decide if they would like to proceed with a 9 months formal mentoring relationship.

15. FAQ continued 3) How will the Program support me as a Mentee/Mentor? A: The Mentor and Mentee Coordinators will be the contact and resource for the matched pair as their relationship develops. The Mentor and Mentee Coordinators will contact the mentor and mentee after one month, three months and six months to explore how the relationship is progressing and to help remove any roadblocks to success.

16. FAQ continued 4)My protégé/mentor and I had a wonderful experience and we would like to continue on with our mentoring relationship. What do we need to do? A:If you participate in the HRPA Mentorship Program in consecutive years, you will be matched with a different partner since it is an annual program. However you can certainly continue your current year’s mentoring relationship on an informal basis.