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How to Create a Mentoring Program That Works

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? What are the primary of objectives of your mentoring program?


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When mentoring programs don’t work… Fuzzy goals No leadership involvement Poor planning No training


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What is mentoring? A strategic approach to developing an employee. It shortens the learning curve, enhances productivity, and helps align to business strategy.


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So - what works, and where do we start? 1. What are your goals? 2. Who will be involved? 3. Are you prepared to develop a mentoring structure? 4. Are you prepared to allow participants to control program?


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Coaching vs. Mentoring • Part of a manager/supervisor job • Job and performance focused • Interest is functional • Driven by manager • Relationship is based on specific job role Outside the manager / employee relationship • Focused on professional development • Focus on mentee, personally and professionally • Across job boundaries • COACHING VS. MENTORING


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Asking rather than telling. How to think, not what to think.


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Diversity and Inclusion Mentoring and Employee Development Reduce Generational Conflict Leadership Development Knowledge Transfer Employee Career Development


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Knowledge transfer might be the single best reason to start a mentoring program . . . now. 33% by 2016 Experience, knowledge, and skills! Of the workforce will be over the age of 50. Up from 27% in 2007 SOURCE: U.S. Census Bureau 48% Of companies have no intention to do any strategic planning about how retirement affects their business! SOURCE: AARP Poll


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7 Keys to Create a Mentoring Program that Works 5. Senior Leadership Involvement 3. Training 1. Alignment 2. Participants (pairing) 4. Marketing and Setting Expectations 7. Evaluate 6. Measure Success


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1. Alignment Improve managerial competency Retain and transfer knowledge Improve leadership bench strength Improve time to proficiency for new hires Retain talent through longterm career planning Create an inclusive, diverse culture


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2. Participants and Pairing Professional Development What do I want to teach or share? What do I want to learn? Personal Development What do I want to teach or share? What do I want to learn?


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As a researcher, I can tell you that how you best match people is probably the issue where we know the least about. Source: Designing Workplace Mentoring Programs: An Evidence-Based Approach, Tammy Allen, Professor of Psychology at the University of South Florida


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Pairing Participants Tips 1. Don’t force it. 2. You can try assessments….but 3. Participants select each other - Create profile (online would be great!) - Interests - Goals - Prioritize based on mentee’s choice


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Mentoring Partnership Agreement Why establish a written agreement for a mentoring partnership? • Identify learning goals • Agree on learning outcomes accomplishments • Strategy and a work plan SOURCE: Creating a Mentoring Program: Mentoring Partnerships Across the Generations by Annabelle Reitman and Sylvia Ramirez Benatti, Association for Talent Development Goals: State goals clearly and succinctly. They should be specific, action-oriented, realistic, and timely. What is to be learned and by whom? Success Criteria and Measurement: Indicate how you will know you have achieved your stated goals. Describe the process, method, and milestones for evaluating success. Take into account that some adjustments and revisions may need to be made to keep the relationship focused and on track. Mentor Partnership Work Plan: Describe your strategy for achieving mentoring partnership goals, including objectives and steps for completion (at minimum, the first few steps), learning/sharing opportunities, and a target date. Ground Rules: List the practices and activities you have agreed to put into place in order to manage the partnership effectively and efficiently. Items to consider include meeting schedule, communication methods and styles, meeting agendas, and so on. Consensual Mentoring Agreement: Additional information not included in the above listed items, for example, anticipated stumbling blocks, "what-if" situations and how they would be handled or dealt with, and other possible concerns relevant to a successful partnership. Remember to celebrate your successes.


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3. Training • Giving and receiving feedback • Effective meetings • Setting and measuring goals


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Effective Mentoring Meeting Tips Build trust Allow flexibility Make agreements Suggest format


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Mentoring Feedback Tips ASK Be proactive, request specific and descriptive information, both pros and cons BE OPEN View it as a positive exchange Listen actively Ask for clarification Acknowledge and thank ACCEPT Reflect on what was said Share insights and reactions APPLY Focus on goals and priorities Create or revise an action plan Evaluate GIVE Set the context Be specific, straightforward and respectful Start with positives


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4. Marketing / Communication Recruitment Inform and encourage Closing Recognize and share Orientation Expectations and getting started


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5. Senior Leadership Involvement Have leaders in your company make it clear that they think the program is important, and make sure that they participate in the program themselves as well as encourage other people to participate.


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6. Measure Success What skills and knowledge do mentees gain that directly impacts productivity or improve management capacity? What is the impact of the knowledge sharing and transfer that transpires between and amongst mentors? Acquisition/increase in number of participants Behavior within the program Outcomes at an organizational level.


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Key Performance Indicators Retain Talent • • • Retention rates Employee engagement Employee satisfaction . Create an Inclusive and Diverse Culture • Track advancement rates • Retention rates • Employee perception of your organization . Improve Managerial Competency • • • • . Competency assessment to evaluate expertise Internal promotion Improved job performance Achievement of individual development targets


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7. Evaluate Analytics: track the program and individual connection progress Reports: view real-time performance and export details for further analysis Surveys: acquire feedback from participants throughout all phases of program


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The purpose of the following questions is to give us a sense of your partnership and to give you an opportunity to reflect on your experience. Please be brief but thorough in your answers. This information will not go any further unless you choose to share. We hope you had a wonderful experience. Please rate on a scale from 1 (not at all effective), 2 (somewhat effective), 3 (neutral), 4 (effective), to 5 (very effective) how your mentoring partnership progressed overall; include a brief explanation. _______________________________________________________________ How many times did you meet in total? _________ Where or in what modes did you meet (e.g., in person, via email, etc.)? _______________________________________________________________ Were your original goals achieved? Yes No If there were any revisions please describe them. _______________________________________________________________ Were the revised goals achieved? SOURCE: Creating a Mentoring Program: Mentoring Partnerships Across the Generations by Annabelle Reitman and Sylvia Ramirez Benatti, Association for Talent Development Yes No Please explain. _______________________________________________________________ Please rate how your partnership developed over time. Not Working Okay Good Great Additional comments: _______________________________________________________________


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7 Keys to Create a Mentoring Program that Works 5. Senior Leadership Involvement 3. Training 1. Alignment 2. Participants (pairing) 4. Marketing and Setting Expectations 7. Evaluate 6. Measure Success


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Effective Online Meetings NEW 8 Part Video Series • • • • • • • • Manage Plan Technology Structure Design Preparation Presentation Follow-up


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Improving Productivity with Mentoring 8 Part Video Series • • • • • • • • What is mentoring? Why a mentoring program? Creating a mentoring program Matching protégés with mentors Making a mentoring agreement How to be a mentor How to be a protégé Mentoring meeting guidelines


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Improve employee performance with the largest and fastest-growing library of training videos. Click the button on the left hand side of your screen for a free trial.


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Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Petry Sr. Marketing Specialist jpetry@bizlibrary.com @JessLPetry @BizLibrary


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