Mentoring Essentials
Description
Mentoring has existed, throughout history, as a tool for developing individuals’ talents and knowledge and as a tool to pass along critical business information from current managers to select employees, so that future managers and leaders can begin to expand their areas of expertise. Until recently, however, managers mistakenly believed that effective mentoring relationships resulted from luck or a special chemistry between Mentor and Mentee. Organizations now have realized that a well-designed, facilitated mentoring program can produce meaningful results for everyone from intelligent but inexperienced new hires to mature employees who need to broaden or redefine their skills.
Whether you serve as a Mentor or Mentee and whether you plan to coordinate a larger mentoring program or just want to know how to develop your own personal skills, this workshop will offer you the nuts and bolts for how to give the most to and how to get the most out of mentoring relationships. We will explore a mentoring model, covering how to recruit and select Mentors and Mentees, how to make the best match, how to establish clearly defined Mentor-Mentee expectations, and how to measure mentoring return on investments.
Who Should Attend
Mentor Program Coordinators looking to start a new or revise an existing mentoring program, current or future Mentors and Mentees.
You Will Learn
After this workshop, participants will be able to:
- Differentiate between mentoring and coaching
- Determine what type of mentoring relationship fits your needs
- Appreciate what effective Mentors and Mentees do
- Understand the payoffs of mentoring relationships
- Avoid common mentoring pitfalls
- Design a facilitated mentoring program for your organization
- Create a plan for recruiting, screening, identifying, and training Mentors and Mentees
- Match Mentees with appropriate Mentors
- Create a development plan for Mentees and a negotiated agreement with clearly defined expectations and action plans for both parties
- Effectively involve Mentees’ direct supervisors, who do not serve as Mentors, in the mentoring process
- Measure whether mentoring is making a difference
Course Outline
Mentoring Introduction
- The difference between mentoring and coaching
- The levels of mentoring
- Mentoring benefits to the organizations, Mentors, and Mentees
- What Mentors and Mentees actually do
- An overall mentor program model
Mentoring Plans
- How to recruit, select, and match Mentors and Mentees
- How to include Individual Development Plans when making matching and planning decisions
- How to decide how much to invest in mentoring
- How to establish clear Mentor-Mentee expectations for the relationship and how to be sure that each will benefit
Mentoring Interactions
- How to gather, give, and assess necessary information regarding situations in which Mentees seek tailored Mentor guidance
- How Mentors confront and how Mentee’s accept Mentor confrontations of the Mentee’s actions and decisions
- How to utilize the Mentor’s experiences and wisdom
- How to be sure that Mentees leave discussions with thoroughly assessed plans of action
Up to 30 students
- Virtual Classes will be a live, Instructor lead class in Zoom for Government, a virtual technical assistant VTA will be available to assist students with any technical issues, take roll, administer evaluations, and distribute certificates of completion. Course materials will be provided electronically.
- Onsite classes will be held at your location. The instructor will travel to you. Materials will be printed and shipped to your site. A sign-up sheet will be provided for student to enter their name (as they want it on their certificate) and the email address to send the certificate to. GSA travel costs will be added to the course fee. Contact us for a travel estimate.
- A minimum of 2 weeks lead time is needed for virtual classes, 3 weeks for onsite classes.
Questions? Contact our training coordinator via email or phone at (202) 843.5447.
Offering Developmental Feedback
Offering Developmental Feedback
2 – 4 hours Live online or 8 hours Live online
Mentoring Essentials
Description
Mentoring has existed, throughout history, as a tool for developing individuals’ talents and knowledge and as a tool to pass along critical business information from current managers to select employees, so that future managers and leaders can begin to expand their areas of expertise. Until recently, however, managers mistakenly believed that effective mentoring relationships resulted from luck or a special chemistry between Mentor and Mentee. Organizations now have realized that a well-designed, facilitated mentoring program can produce meaningful results for everyone from intelligent but inexperienced new hires to mature employees who need to broaden or redefine their skills.
Whether you serve as a Mentor or Mentee and whether you plan to coordinate a larger mentoring program or just want to know how to develop your own personal skills, this workshop will offer you the nuts and bolts for how to give the most to and how to get the most out of mentoring relationships. We will explore a mentoring model, covering how to recruit and select Mentors and Mentees, how to make the best match, how to establish clearly defined Mentor-Mentee expectations, and how to measure mentoring return on investments.
Who Should Attend
Mentor Program Coordinators looking to start a new or revise an existing mentoring program, current or future Mentors and Mentees.
You Will Learn
After this workshop, participants will be able to:
- Differentiate between mentoring and coaching
- Determine what type of mentoring relationship fits your needs
- Appreciate what effective Mentors and Mentees do
- Understand the payoffs of mentoring relationships
- Avoid common mentoring pitfalls
- Design a facilitated mentoring program for your organization
- Create a plan for recruiting, screening, identifying, and training Mentors and Mentees
- Match Mentees with appropriate Mentors
- Create a development plan for Mentees and a negotiated agreement with clearly defined expectations and action plans for both parties
- Effectively involve Mentees’ direct supervisors, who do not serve as Mentors, in the mentoring process
- Measure whether mentoring is making a difference
Course Outline
Mentoring Introduction
- The difference between mentoring and coaching
- The levels of mentoring
- Mentoring benefits to the organizations, Mentors, and Mentees
- What Mentors and Mentees actually do
- An overall mentor program model
Mentoring Plans
- How to recruit, select, and match Mentors and Mentees
- How to include Individual Development Plans when making matching and planning decisions
- How to decide how much to invest in mentoring
- How to establish clear Mentor-Mentee expectations for the relationship and how to be sure that each will benefit
Mentoring Interactions
- How to gather, give, and assess necessary information regarding situations in which Mentees seek tailored Mentor guidance
- How Mentors confront and how Mentee’s accept Mentor confrontations of the Mentee’s actions and decisions
- How to utilize the Mentor’s experiences and wisdom
- How to be sure that Mentees leave discussions with thoroughly assessed plans of action
Up to 30 students
- Virtual Classes will be a live, Instructor lead class in Zoom for Government, a virtual technical assistant VTA will be available to assist students with any technical issues, take roll, administer evaluations, and distribute certificates of completion. Course materials will be provided electronically.
- Onsite classes will be held at your location. The instructor will travel to you. Materials will be printed and shipped to your site. A sign-up sheet will be provided for student to enter their name (as they want it on their certificate) and the email address to send the certificate to. GSA travel costs will be added to the course fee. Contact us for a travel estimate.
- A minimum of 2 weeks lead time is needed for virtual classes, 3 weeks for onsite classes.
Questions? Contact our training coordinator via email or phone at (202) 843.5447.
Offering Developmental Feedback
Offering Developmental Feedback
2 - 4 hours Live online or 8 hours Live online