mentoring guide
Post on 18-Oct-2014
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DESCRIPTION
The purpose of this mentoring guide is to help implement an effective mentoring program within your LC in which your LC, mentors, and menthes will benefit from. This program will help you guide your members through their inner journey of leadership, and it will ensure that we are providing high quality TMP/TLP experienes. What's in this guide? A timeline for the mentoring program, three phases of mentoring, and step by step instructions of how to implement the program with tools and resources for each step within the guide. Check it out here:TRANSCRIPT
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Mentor’s Guide to the Galaxy
“If your actions inspire others to dream more, learn more, do more and become
more, you are a leader.” John Quincy Adams
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What is a mentor?
• A mentor is a role model, teacher, or advisor.• A mentor is an advisor an teacher, inspirer,
motivator, and encourager.• A mentor is an enabler and uplifter.
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What is a mentor?
• A mentor is not a coach.• The mentor is focused on the mentee’s growth; whereas the
coach is focused on the coachee’s job performance. • A coach focuses on specific skills, behaviors, and knowledge.• A mentor focuses on personal development.
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Mentor’s GuidePurpose: The purpose of this guide is to help you implement a mentoring program within your LC.
Who should be mentors?Old, experienced members within the LC that can provide a high quality experience for the mentees and to share knowledge.
Who are the mentees? New members
What should the mentoring experience be like? One-on-one Mentoring between Mentor and Mentee
Who leads the mentoring program? VPTM or Member Development Coordinator
How often should the mentor and mentee meet? Biweekly
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What can you find in the guide?
TimelineThree Phases of Mentoring
Implementing a Mentoring Program:Setting goals of program
Clarify responsibilitiesEstablish accountability
Train your mentorsIntroduce Mentors to Mentees
Timeline for MentorsGeneral Information
Activities to do with MenteesConversation StartersResources for Mentors
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TimelineSchool starts
Train team members, select person to oversee Mentor program, create mentor applications
Send out Mentor Applications
Select Mentors
Train Mentors
New members are selected
Send out Mentee Applications
Match Mentors/Mentees
First mentor/mentee meeting
RoKs Mentors/Mentees meet biweekly after that first meeting for the remaining of the semester
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Three Phases of Mentoring
The Beginning:
Establishing
The Middle:Enabling and
Uplifting
The End:Exiting
Share stories; become
bonded; follow up on how
things are going
Set goals and expectations
between mentor and
mentee
Reflection and closing on the
mentoring relationship;
feedback
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The Beginning: Establishing
• Lay the foundation for a potential long-term relationship
• Refine Goals• Set Expectations
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The Beginning-Goal-Refine
Questions Answers
1 What should be the focus of our mentoring relationship?
2 What measurable goals should we establish for our mentoring relationship?
3 How do we connect? What do we share in common? What are our major differences?
4 What boundaries should we establish in our relationship? Are there times we should not communicate?
5 What topics, if any, should be considered confidential?
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The Beginning-Expectations for Mentor
Questions Answers
1 What do you expect you should do as a mentor?
2 What do you expect that you should not do as a mentor?
3 What do you expect of your mentee?
4 What do you expect that a mentee should do?
5 What experience have you had with other people mentoring you? Were those good experiences? If so, what was good about them? Were there bad experiences? If so, what was bad about them?
6 What factors do you believe are the most important in an effective mentoring relationship? Why?
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The Beginning- Expectations for Mentee
Questions Answers
1 What do you expect of a mentor?
2 What do you not expect of a mentor?
3 What do you believe you should expect to do as a mentee?
4 What do you believe you should not do as a mentee?
5 What experience have you had with other people mentoring you? Were those good experiences? If so, what was good about them? Were there bad experiences? If so, what was bad about them?
6 What factors do you believe are the most important in an effective mentoring relationship? Why?
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The Middle: Enable and Uplift
• Reflection• Role Modeling• Storytelling: A story that will allow the mentee to think or act
in a different way.o Keep it short, entertaining, audience appropriate, and
learning orientedo A story where you made a mistakeo A story where you learned something the hard wayo A story where you could have done something to create a
better outcome
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The End: Exiting PhaseReflection:
What did we set out to accomplish? What did we actually accomplish? What did you learn? How did you integrate that learning into your work? What worked well in our mentorship? What do you think I should repeat when I mentor a different
person? What did you learn about me? What’s next for you? How should our relationship continue after mentorship?
Closure: Give your mentee a gift. (maybe a book) Go out an have a meal together Create something crafty for your mentee End it on a special note
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Implementing a Mentoring Program
Step 1: Set goals for program
Step 2: Clarify Responsibilities of mentors/mentees
Step 3: Establish ways to hold people accountable
Step 4: Train mentors
Step 5: Introduce Mentors and Mentees
Step 8: Implement mentoring program
Step 7: Provide tools and resources to support
Step 9: Track measurable goals and success stories
Step 6: Follow-up
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Step 1: Set goals FOR THE program
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Step 1: Goals of Program
Goals for LC:• Encouraging retention• Improving productivity• Enhancing professional development.• Linking members with valuable knowledge
and information to new members in need of such information
• Creating a mentoring culture, which continuously promotes individual growth and development.
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Step 1: Goals of Program
Mentors will:
• Gains insights from the mentee’s background and history that can be used in the mentor’s professional and personal development.
• Gains satisfaction in sharing expertise with others.• Provides a leadership opportunity• Engages old members• Learns more about other areas within AIESEC
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Step 1: Goals of the Program
Mentees will:
• Gains from the mentor’s expertise• Receives critical feedback in key areas• Networks with a more influential member• Gain knowledge about the organization’s culture
and unspoken rules that can be critical for success; as a result, adapts more quickly to the organization’s culture
• Have a friendly ear with which to share frustrations as well as successes
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Step 2: Clarify Responsibilities of
Mentors/Mentees
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Step 2: Responsibilities
Responsibilities for leader of program: • Determines the goals of the program• Selects criteria for mentors and mentees• Selects mentors• Matches new members to mentors• Meets with the mentors once a month• Review meetings the mentors are having with
mentees• Tell EB concerns• Evaluates results at the end
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Step 2: Responsibilities
Responsibilities for Mentor:• Be available to your mentee and set clear expectations• Encourage, support, and guide your mentee• Be patient an build a trusting relationship• Be a role model• Teach your mentee skills/competencies• Make them feel welcome in the LC• Tell leader of program concerns or problems brought up• Set up a meeting every other week and record meetings
on Podio
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Step 2: Responsibilities
Responsibilities for Mentee:• Show up on time to mentor meetings• Be open-mined and willing to share• Take in ideas/advice mentor gives you• Be self-motivated• Be honest
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Step 3: Establish Ways to hold Mentors Accountable
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Step 3: Accountability
• Create Job Description for mentor• Send out mentor applications• Create a mentor workspace where they can upload
meetings they have had• Track meetings uploaded• Meet with the mentors at least once a month• Encourage mentors to take pictures with their
mentees during their meeting and send to VPTM to display GCPs at LCM
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Mentor Applications
• The Purpose of having people apply to become mentors is so that you are getting people that are committed that want the position. It will also allow you to pick old, experienced members that would be reliable mentors that can provide a good quality experience for their mentees.
• The application that you can use is created in a Podio App that you can clone to your workspace to send out to your LC members.
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Mentor Applications Questions for Application: 1. Why do you want to be a mentor?2. Have you ever had a mentor? If so, what made that mentor memorable?3. Who is your role model? Why?4. What is your mentoring style?5. What do you hope to gain from your mentoring experience? What do you hope your mentee gains?6. How will you improve upon your own mentoring experience with your own mentees? What will you do differently?7. As a mentor, what are your strengths?8. How well do you handle conflict?9. What does personal development mean to you?10. What makes a good mentor?11. What competencies do you feel confident in training others in?12. How many people do you feel comfortable mentoring?13. Are you willing to commit the time and effort to deliver an excellent mentorship ?experience for our newbies?14. Are you willing to commit to having at least 2 one hour mentor meetings a month?15. Are you willing to commit to having at least one meeting with the Member Development Coordinator or VPTM a month
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Step 4: Train your Mentors
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Mentor/Seminar Conference Purpose:1. To feel connected to the mentor team2. To set expectations and goals as a mentor before new members come3. To go over leadership styles and mentoring styles4. To go over mentor responsibilities5. To have a reflection time on what they want to why they wanted to be a mentor, what they want to accomplish as a mentor, what they want to provide for the mentees, how they are going to support their fellow mentors, and sharing GCPs from their own personal mentoring experience.
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Mentor/Seminar Conference Topics to go over at Seminar/Conference:
1. Importance of mentoring2. Mentoring and Leadership Styles3. Power in asking questions4. Conflict resolution5. Competencies6. Goal-Setting/Expectations/Responsibilities7. Bonding activities/Icebreakers to do with mentees8. Building interpersonal relationships9. Share own GCPs10. Reflection
There is a GCP for a Mentor Conference on Podio*
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• Have new members and current members fill out this application when they are accepted in the LC to be able to match mentor to mentee.
Mentor APPLICATIONS
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Mentee Applications
Purpose:To learn more about mentees, what they want to learn/grow, and to provide a good match with mentor and mentee. This is also an App on Podio that you can clone to your workspace to send to all of your new members to fill out.
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Mentee ApplicationsQuestions for Mentee Applications: 1. What do you want to get out of AIESEC?2. What do you like about AIESEC (eg: environment, current team structures, events, projects etc) so far?3. What type of projects would you like to be more involved in?4. What do you expect to get out of the mentoring experience?5. What competencies do you want to develop yourself in?6. Where do you see yourself in 5 years? How can AIESEC help you get there?7. Have you had a mentor before and if so what worked/didn’t work?8. What motivates you to complete your goals?9. What are you most excited for this semester in AIESEC?
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Step 5: Introduce Mentors to Mentees
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Mentor Match Either the VPTM or the Member Development Coordinator oversees the matching process. By looking at the applications that both the mentor and the mentees filled out, you will be able to match accordingly to what the mentee wants to develop and what skills and knowledge the mentor has.
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Mentor Match: Competency TestMentor Competencies Ratings
1 Emotional Intelligence 0 1 2 3 4
2 Self Awareness 0 1 2 3 4
3 Questioning Skills 0 1 2 3 4
4 Listening Skills 0 1 2 3 4
5 Problem Solving 0 1 2 3 4
6 Time Management 0 1 2 3 4
7 Empowering and Motivating Others 0 1 2 3 4
8 Global Mindset 0 1 2 3 4
9 Proactive Learner 0 1 2 3 4
10 Entrepreunial Outlook 0 1 2 3 4
11 Training and Facilitating/ Public Speaking 0 1 2 3 4
12 Career Planning 0 1 2 3 4
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Mentee Match: Competency TestMentor Competencies Ratings
1 Emotional Intelligence 0 1 2 3 4
2 Self Awareness 0 1 2 3 4
3 Questioning Skills 0 1 2 3 4
4 Listening Skills 0 1 2 3 4
5 Problem Solving 0 1 2 3 4
6 Time Management 0 1 2 3 4
7 Empowering and Motivating Others 0 1 2 3 4
8 Global Mindset 0 1 2 3 4
9 Proactive Learner 0 1 2 3 4
10 Entrepreunial Outlook 0 1 2 3 4
11 Training and Facilitating/ Public Speaking 0 1 2 3 4
12 Career Planning 0 1 2 3 4
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First Meeting:
Get to know activities, ask questions about them, How are they feeling so far with AIESEC? Are they excited about RoKs? Talk about RoKs and what to expect. Share AIESEC Experience and why you joined AIESEC and why you stayed. Set expectations and goals for the mentoring experience (using the tools for expectations and goals). What does the mentee want to develop?
The purpose of the first meeting is to connect together on a more personal level so you both feel comfortable talking to each other.
Set up the next meeting at this meeting. These meetings do not have to be formal! It’s better if it is informal.
This meeting should be done before RoKs so that they feel more comfortable beforehand!
Timeline for Mentors
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Second Meeting:
The second meeting will take place two weeks after the first meeting. If RoKs has already happened, it can be a time to talk about what they experienced. Did they like RoKs? Did they make new friends? Did they learn a lot? What did they learn? Are they still confused about anything? Are they excited to start working on what they learned? How do they like their team? Do they feel comfortable on it? Do they feel connected with LC members? How do they like their VP? Any concerns?
This meeting is also a good time to help them in setting goals. What do they want to implement? What are they excited about this semester? Do they need any support or resources? Are they interested in running for a leadership role?
Timeline for Mentors
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Third Meeting:
This meeting will be two weeks after the second meeting. The new members will be at least 6 weeks in AIESEC at this point. This will be a good opportunity to have them fill out a midterm TMP assessment form, because it is a halfway point.
There may be several concerns brought up because this is a time that is stressful in the semester. How is their AIESEC experience so far? What has been the most exciting part so far? What has been the hardest part so far? What areas do you need support in? How can I help you? How can your VP help you? How is your team? Any concerns?
Mentee can identify risks, difficulties or stress s/he is facing in the next few weeks and plan with mentor way to minimize them.
Timeline for Mentors
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Fourth Meeting:
This meeting will happen at least 8 weeks in since the new members joined AIESEC. This meeting can be competency based. The mentee can pick three areas they want to grow in, and they mentor can help develop them in those areas. You can also talk about personality/leadership styles. The mentee could fill out a Myers Briggs assessment to learn more about themselves and what that means. The mentor and mentee can also discuss career development goals and how AIESEC is helping them build their career.
Timeline for Mentors
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Timeline for MentorsFifth Meeting:
This may be your last mentoring meeting being at least 10 weeks in since new members joined. Members can fill out closing assessments and reflect on the semester. This meeting should be really special and a good way to have closure to a good mentoring experience.
What has been your most memorable moment in AIESEC this semester? Have you enjoyed being in AIESEC? What are your plans for next semester? Do you want to stay on the same team or switch teams? Any leadership roles that you want to take on? How has been this mentoring experience for you? Was there anything I could have done better as a mentor?
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General Information
• Every time a mentor meets with the mentee, they fill out a meeting form on Podio of what they talked about in the meeting, when they met, what they did, and any concerns that were brought up so that either the VPTM or Member Development Coordinator can track the meetings.
• These meetings are to be conducted at least bi-weekly one-on-one, but you can have more meetings if you’d like. You can also have meetings with all of your mentees hanging out together if you are still conducting one-one-one meetings with each of them.
• The Member Development Coordinator or VPTM will meet with the mentors once a month to track their progress as well as attend the EB meeting once a month (or often as needed) to bring up concerns.
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Fun activities to do with Mentor/Mentee
• Get coffee• Go to lunch or dinner together• Mall• Movies• Hiking• Have a picnic• Bowling!• Arcades• Ice cream• Game night• Go to the football game• Concert• Videogames• Bake/cook together• A night in the town!
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Conversation Starters Bring in a favorite quote Bring in a cartoon Role models/ How that has affected us? Exchange funny jokes/stories Hobbies/ Interesting facts about yourself Life experiences that have shaped you the most Play any instruments? If you could meet anyone in our past history, who would it be? Favorite movies/bands/songs? Worst vacation experience? Where do you want to travel to? What is your most embarrassing moment? What is the craziest thing you've ever done? What are some of your short-term goals? What are some of your long-term goals? If you could live anywhere in the world, where would it be? Biggest celebrity crush? What would you do if you only had 24 hours left to live?
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Resources for Mentors
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Johari WindowJohari Window: Map your personal awareness; You can your mentee can
take the test together at this website.
Click to view
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Career/Personality TestClick here to view
Color Personality TestClick here to view
Other TestsClick here to view
Additional resources
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Have Questions?Contact Liz Mnatzaganian- Team Member Program Coordinator-TM NST.
Liz implemented this mentoring program at AIESEC Appalachian. You can contact Liz to learn more about how to implement this program and the success stories from it at [email protected]
Published: Nov. 13th, 2013