08 PPT Mentoring Programs FINAL

7/31/2019 08 PPT Mentoring Programs FINAL

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The Mentoring Program of [Company Name]Training for Employees

Presentation Subtitle/Description Presenters Name Date


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SHRM 2008 2

Introduction

Mentoring is a brain to pick, an ear to listen, and a push in the

right direction.

John Crosby, American Businessman

An effective mentoring program supports the development ofleaders while simultaneously fostering healthy workrelationships. It helps develop the strategic direction andcontinuing growth of the company through successionplanning. A successful mentoring program requires significantmanagement as well as employee support and commitment.

This sample presentation is intended for presentation to allemployees. It is designed to be presented by an individual whois knowledgeable in mentoring and the employers policy and

practices. This is a sample presentation that must becustomized to include and match the employers own program,

policies and practices.


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SHRM 2008 3

Objectives

At the end of this session, you will be able to:

1. Define mentoring.

2. Describe how mentoring differs from coaching.3. Cite the reasons a mentoring program is important to an

organization, to a mentor and to a mentee.

4. List the characteristics/components of a good mentor/menteerelationship.

5. Explain how our mentoring program works.6. Describe how to evaluate a mentor/mentee relationship.


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SHRM 2008 4

What Is Mentoring?

Mentoring is a career development method whereby lessexperienced employees are matched with more experiencedcolleagues for guidance either through formal or informalprograms.

Employees (mentees) pair with more experienced co-workers(mentors) in order to gain knowledge, skills, experience,information and advice.

Anyone at any job level may participate and benefit from amentoring relationship.


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SHRM 2008 5

Difference Between Mentoring and Coaching

Coaching is a training method in which a more experienced orskilled individual provides an employee with advice andguidance intended to help him or her develop skills, improveperformance and enhance the quality of his or her career.

Coaching is different from mentoring in that:

1. Coaching is usually used during first few months of employment totrain a new employee. Mentoring may occur at any time during theemployment relationship.

2. Coaching is used by a manager to develop a direct report.Mentoring relationships are not between managers and direct

reports.

3. Coaching may be first level manager uses with direct report forprogressive discipline. A mentor may not use progressive disciplinewith a mentee.


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SHRM 2008 6

Questions? Comments?


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Importance of a Mentoring Program

A mentoring program is important to an organization becauseit:

Encourages mutual loyalty between employee and employer. Increases employee retention. Promotes diversity. Helps new employees acclimate to job and company culture more

quickly and increases their learning curve. Improves organizational performance. Increases employee productivity. Creates a greater sense of involvement in their company and career. Increases employee morale. Supports innovative work environment. Assist expatriates and inpatriates in adapting to the language, culture

and different working relationships. Increases creativity and exposure to new ideas. Contributes to the development of a cooperative, productive and

service-oriented environment.


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Importance of a Mentoring Program (contd)

A mentoring program is important to a mentor becauseit:

Represents making a difference to the organization, profession and thementee.

Provides the fulfillment and satisfaction of helping others.

Gives payback for the support received from others in the past.

Expands effective communication skills.

Increases experience and skills for career development.

Provides an opportunity to communicate corporate values.

Creates a sense of team within work group.

Creates work allies.


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Importance of a Mentoring Program (contd)

A mentoring program is important to a mentee because it: Helps provide professional development.

Demonstrates the employer recognition of knowledge, skills and abilitiesof the mentee.

Usually helps to advance career more quickly.

Increases confidence.

Develops creative and independent thinking.

Helps acclimate the mentee to his or her job and company culture morequickly.

Assist in the transition to workplace and life after college for newgraduates.

Help off-site employees feel more in touch socially and professionally.

Results in a greater awareness of organizational politics and culture. Provides an appreciation and effective use of networking.

Develops proactive approaches to tasks and projects.

Creates a movement toward expert status.


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Characteristics/Components of a Good MentoringRelationship

Genuine interest from both the mentor and the mentee.

Time to participate.

Commitment.

Confidentiality. Clear, open, two-way communication.

Excellent listening skills.

Self-motivation.

Mutually established and clear goals.


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How Our Mentoring Program Works

Mentee identifies mentorusually someone in a career orposition that the protg aspires to.

Mentee requests meeting with potential mentor.

Mentee/mentor discuss goals for a mentoring relationship.

If mutual goals are established, mentee/mentor discussmentoring relationship with direct managers.

If everyone is in agreement, mentee, mentor, managers and HRsigns mentoring agreementusually for one year.

Mentee/mentor develop mentoring action plan with set meeting

times, monthly goals and reviews every three months.


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Evaluating the Mentor/Mentee Relationship

To evaluate the mentor/mentee relationship,ask the following:

Do we believe we are a suitable match?

How often have we met?

Do we feel energized after meeting? Are we satisfied with the amount of time we are investing?

What did we set out to accomplish together?

How do we believe were doing?

Should we shift our goals at all?

How are we doing in honoring the agreements we made in ourMentoring Action Plan and Agreement? What are we eachdoing right that has made this partnership work as well as it

has?


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Evaluating the Mentor/Mentee Relationship (contd)

What signals did we give that demonstrated we could trust eachother?

Did we accomplish our mentoring goals?

What do we appreciate about each other?

How have we helped each other grow?

If this were the last time we were ever going to see each other,what would we want to be sure to express in the way ofgratitude?

In what specific ways have we observed the mentoring program

improving the organization?

How can we apply (leverage) what we learned in the program toother aspects of our job/relationships?


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Summary

1. Mentoring is a career development method whereby lessexperienced employees are matched with more experiencedcolleagues for guidance either through formal or informalprograms.

2. Coaching differs from mentoring in that it is usually used duringfirst few months of employment to train a new employee, isused by a manager to develop a direct report and is often usedby the first-level manager for progressive discipline.

3. A mentoring program is important to the organization, to the

mentor and to the mentee.


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Summary (contd)

4. Some of the characteristics of a good mentoring program are acommitment to the relationship, confidentiality and clear, open,two-way communication.

5. Our mentoring program starts with the protg finding and

meeting with a mentor, signing a mentoring agreement anddeveloping a mentoring action plan.

6. Evaluation of the mentoring program includes reviewing goalsand outcomes.


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Course Evaluation

Please be sure to complete and leave the evaluation sheet youreceived with your handouts.

Thank you for your attention and interest.

Documents

08 PPT Mentoring Programs FINAL