Mentoring

Document Sample
Mentoring Powered By Docstoc
					          MENTORING




      Mentoring
Assisting Your Climb Up The
      Corporate Ladder



                              1
                   MENTORING

                  Agenda
•   Introduction
•   Types of Mentors
•   Mentor Overview and Benefits
•   Protégé Overview and Benefits
•   Finding a Mentor
•   Point of View: Mentor
•   Point of View: Protégé
•   Q&A
                                    2
                  MENTORING


             A Mentor Is

•   Experienced         •     Trustworthy
•   Honest              •     Enthusiastic
•   Open                •     A Resource
•   Impartial           •     An Advisor
•   Available           •     A Sounding Board



                                                 3
                   MENTORING


             A Mentor Is Not

•   A Psychiatrist
•   Your Career Planner
•   Necessarily an Executive
•   Someone who tells you what to do
•   Your problem fixer




                                       4
                    MENTORING


            A Mentor Can Be
•   In your area or major
•   In a different area or major
•   Student, TA, Prof, Advisor, Counselor
•   Any level in a company
•   Work Peer (full-time, intern, co-op)
•   Your manager
•   Your friend
•   From a different company
                                            5
                  MENTORING


                Mentoring

• Question:
  What do I really want from this relationship?


• Self assessment is the first step
• What are the goals and objectives??




                                                  6
                            MENTORING
                                         Just Do it


 Knowledge               Begin with
Relationships            the end in Execute!!
                           mind!                           Myers-Briggs

                Right person,            Who am I?
                 Right seat

                Right person,             How do I see           Resume
                 wrong seat                 myself?
                             What
                                     How do
                             am I
                                      ‘they’
                            aiming
                                     see me?
                             for?
                                                   7 Habits of
                                                     Highly
                                          360       Effective
                                                     People
MENTOR                                              Stephen
                                                     Covey
                                                                          7
                                              MENTORING
                                                                                         Redeploy

      Why do you                                                                         Retrain

    think you need                                                                     Job training
       a mentor?                                                    Internal           Self Assessment, 360
                           Personal   Help req’d in job
                            Issues                                                   Difficult boss
                                                                    External
Promotion               Help in                                                      Difficult peers
Opportunities           my job
                                                                      Career               Internal (current organization)
      Visibility   Career Advice                                    development
                                       Looking for                                          External
                                       different job                                             Desire
                                                                    Bored / Need a
                                                                    change                         Stepping stone to
                                                                                                   future goal

   Self Assessment to                                                          Marital / Divorce
   Identify the ‘Why’                                                          Child Issues
                                                                                                          Psychologist
                                       Personal Issues                                                    Friends/Family
                                                                                  - Teenager              Spiritual
                                                                                  - Child daycare
                                      Affecting work (high level)                                         Outside counseling
                                      Must share with boss as it               Medical                    resources
                                      can affect job performance
                                      and potentially work hours               Aging parents
                                                                                                       Self
                                                                               Abuse
                                                                                                       Families
                                                                                                                             8
                    MENTORING


    When Do You Need a Mentor?

•   Throughout your educational experiences
•   Throughout your internships & co-ops
•   Throughout your full-time professional career
•   When looking for self improvement
•   When looking for skills improvement



                                                    9
       MENTORING


Types of Mentoring

 • Peer Mentoring
 • Small Group Mentoring
 • 1:1 Mentoring
   – Formal (Assigned)
   – Informal




                           10
        MENTORING


Types of Mentors

•   Technical
•   Work Life Balance
•   Personal Growth
•   Career Growth
•   Short Term
•   Long Term


                        11
               MENTORING


        Types of Mentors

• Technical:
  – How do I do my job better?
  – How do I use computer aided design?
  – How do I ….?
  – Who knows how to do this?



                                          12
                   MENTORING


           Types of Mentors

• Work Life Balance:
  – How do I make time for family and work?
  – How do I best further my education and work?
  – I am ready to start my family and will have a
    small child at home. How have you dealt with
    these challenges?
  – How do I deal with the responsibility of an
    ageing parent?

                                                    13
                     MENTORING


            Types of Mentors

• Personal growth:
  –   How do I develop better people skills?
  –   How do I develop communication skills?
  –   How do I build my own self confidence?
  –   How do I succeed as a woman in engineering?




                                                    14
                    MENTORING


           Types of Mentors

• Career growth:
  – What career path tools are available?
  – How can I broaden my job responsibilities?
  – What skills do I need to develop?
  – What assignments do I need to have to get to
    my career goal?
  – How can I be more successful in interviews?


                                                   15
                               MENTORING


            Mentoring vs. Networking
                                                 “I really just
                     Neutral
     Specific                                      need to talk”


                                  Family   Friends
                                                           Generic
Goal-
oriented        Mentors
                                    Network
                                                            Warm
                                            Co-workers
                               Acquaintances
           Often
           professional
                                                     In any circle
                                                                     16
                MENTORING


       Mentoring Overview

• Mentoring relationships do not need to
  be long term
• The more mentors the better
• Mentoring relationships help people
  break through ‘organizational silos’



                                           17
                MENTORING


       Mentoring Overview

• Mentoring relationships need concrete
  goals and objectives
• Mentoring relationships empower a
  person to take charge of their own
  development



                                          18
                  MENTORING


        Mentors Benefit Too

• Realizing how much they DO know
• Opportunity for personal growth
• Realizing that they share more with others
  than they realize
• Opportunity to give back
• Opportunity to feel more accomplished in
  their career

                                               19
                 MENTORING


    Benefits of Being a Mentor

• Learning from your protégé
• Opportunity to meet someone new
• Realizing that you share more with others
  than you realize
• Feedback that you might not otherwise have
  access to


                                               20
               MENTORING


   Benefits of Being a Protégé

• Opportunity to extend your network
• Development of a support system
• Gaining different opinions and
  outlooks




                                       21
                 MENTORING


        How to Be a Protégé

• Ask yourself – What do you REALLY want
  from this relationship?
• Provide your mentor with a resume prior to
  your first meeting
• Ask for what you want. Be proactive. Be
  honest with yourself.
• It doesn’t need to take more time
• It doesn’t have to be formal

                                               22
                  MENTORING


        How to Be a Protégé
• Listen, Listen, Listen
• Be conscious of offerings from Mentor (time!)
• Show appreciation for offerings from Mentor
• Be prepared for meetings/discussions – often
  this is above and beyond regular
  responsibilities
• If a meeting is planned and you don’t have
  anything to discuss, reschedule!

                                              23
                   MENTORING


         How to Be a Protégé

• Share your experiences, personality,
  interests and accomplishments
• Ask about the same from the Mentor
• Offer to visit each other’s location and share
  travel if applicable




                                                   24
                           MENTORING


          Starting the Relationship
• Set up initial meeting
• Be prepared with a self-introduction.
   – A 30-second introduction that tells:
      •   Who you are
      •   What you do
      •   Whom you work for and
      •   The impact of your work
• Be comfortable bragging about what you have
  done without being too boastful. Tell your story.
• Share WHY you’ve approached them
                                                      25
                 MENTORING


       Relationship Building
• Start small. Let the relationship evolve.
  Build rapport over time
• Try subtlety – leave the word ‘mentor’
  out of the conversation
• Celebrate your successes together
• Not all good people make good
  mentors

                                              26
                  MENTORING


              Goal Setting

• Set Goals individually – alone – Why do
  you want a Mentor
• Participate in goal setting training/review
  together
• Agree up norms of relationship and level of
  formality on goal setting and attainment



                                                27
                   MENTORING


               Goal Setting

• Share initial goals with each other
• Initiate building relationship
  – 1-2 meetings
• Further define, refine and agree upon goals
  together




                                                28
                    MENTORING


                Moving On

• Mentoring relationships may have a finite or
  undefined duration
• Goals are achieved
• A mentoring relationship may not have chemistry
  or be a good fit
• Be honest when it’s time to move on
• Thank the mentor for their time
• Remember that the wrong mentor today may be a
  good resource in the future

                                                    29
                    MENTORING


Official GM Mentoring Programs

• GM Mentoring Program
  – For new employees (start date after 6/1/2000)
  – Lasts 1 years
  – “show them the ropes”
• AGW Mentoring program
  – For Active and Associate AGW Members
  – Lasts 1 year
  – Voluntary

                                                    30
                 MENTORING


          External Mentors

• Other Alliance Groups
• Online – Mentornet.net




                             31
                       MENTORING


            Informal Mentoring
• Your own informal mentoring network
  –   The person who sits over the wall
  –   Your mom
  –   Your dad
  –   Your manager
  –   Your officemate
  –   A former manager
  –   A member of your religious community
  –   A member of your social circle
  –   Etc!!!

                                             32
                    MENTORING


How to Find an Informal Mentor

• Decide what you need
• Who has the skills that you want to acquire
• Who has had the experience that you’re seeking
• Who knows the skills and pre-requirements to the
  position you wish to attain
• Who is the best manager
• Who is the most effective at meeting
• Who has their ear to the ground

                                                     33
                   MENTORING


How to Find an Informal Mentor

• Look for someone who can assess your
  performance (career specific)
• Look for someone in your network
• Mention your needs to your network. They may be
  able to suggest someone.
• Pick someone who you get along with
• Don’t pick someone who will only praise you OR
  be overly critical
• Approach someone you respect and ask

                                                    34
                 MENTORING

       Mentor’s Point of View



– Be Proactive…take the initiative to keep in touch
– Keep in touch regularly, formally and informally
– Mentors can learn a lot from their protégés…make
  sure to provide feedback/learning opportunities
– Be specific about goals, help you need
– Know when it’s not working…and bring closure
– Be realistic about your expectations of the
  relationship
                                                  35
                  MENTORING

          Protégé’s Point of View

–   Communication
–   Take an Active Role
–   Two Way Street
–   ‘Bring It’ Factor
–   Give Back




                                    36
       MENTORING




Question and Answers




                       37
                    MENTORING


                 References

• “Strategies: Creating A Mentoring Culture”, R.
  Emelo and L. M. Francis. Paragon Leadership
  International Execunews Oct. 28, 2004
  http://www.envoynews.com/paragon/e_article000
  196424.cfm
• Be Your Own Mentor: Strategies from Top Women
  on the Secrets of Success, Sheila Wellington and
  Catalyst, with Betty
• GM Affinity Group for Women
  http://agw.gm.com/

                                                     38

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:10
posted:7/16/2012
language:English
pages:38