Mentor has to have patience and

proper communication

Present By

Sai Suresh Chavan

Ext MBA
 Mentor

What does it take to be a Mentor?

What does it take to be a Mentee?

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 What is a Mentor

1.A mentor is "a trusted counselor or guide." OR "a wise, loyal advisor
or coach."
2.They share wisdom with you on an ongoing basis.
3.A mentor is someone with more entrepreneurial business experience
than you who serves as a trusted confidante over an extended period of
time, usually free of charge.
4.Why do they do this? First and foremost as a way of giving back to
their community and to society at large. They may do it to develop their
skills as a teacher, manager, strategist, or consultant. And a true
mentoring relationship also works in both directions—they learn about
new ideas from you just as you learn timeless wisdom from them.

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Seven Steps
1. Learn what mentoring is all about
2. Discuss keys to successful mentoring
3. Have your first meeting
4. Continue the partnership
5. Have a six month check-up
6. Conclude the mentoring partnership
7. Consider participating in the Goddard Mentoring
Program

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 Step One: Learn What Mentoring
Is All About
 The mentoring partnership is an agreement
between two people sharing experiences and
expertise to help with personal and professional
growth.

 “In it’s simple form it is people helping people

grow and develop.”

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Step One: Learn What Mentoring
is All About (cont’d)
 To learn about mentoring, you need to know:
 What does it take to be a mentor?
 What are the mentors responsibilities?
 What does the mentor get out of it?
 What are the mentee responsibilities?
 What does the mentee get out of it?
 What are the different types of mentoring?

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 What Does it Take to Be a
Mentor?
 Desire
 Time
 Reality Check (i.e., in touch with organization
structure)
 Experience/Wisdom
 Individual career development plan

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What Are the Mentors’
Responsibilities?
 Share organizational insight
 Expand mentees network
 Act as a sounding board
 Assist mentee with setting developmental
goals
 Provide developmental feedback

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What Does the Mentor Get Out
of it?
 Pass on successes
 Practice interpersonal & management skills
 Expand their horizons
 Recognition
 Gain more than the mentee does

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What Are the Mentees’
Responsibilities?
 Devote time to yourself
 Willing to learn
 Able to accept feedback
 Willing to “stretch”
 Ability to identify goals

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What Does the Mentee Get Out
of It?
 Listening ear
 Valuable insight
 Understandings of strengths and
opportunities for improvement
 Doors opened
 Different perspective

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What Are the Different Types of
Mentoring?
 It is important to understand that there
are several types of mentoring:
 Informal mentoring

 Situational mentoring

 Supervisory mentoring

 Formal facilitated mentoring

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Step Two: Discuss Keys to
Successful Mentoring
 Establish a mentoring agreement
 Commit to partnership

 Discuss “no-fault” termination

 Have a six month check-ups

 Create a mentee development plan

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 Step Three: Have Your First
Meeting
 Schedule a face-to-face meeting
 Discuss mentee and mentor expectations
 Choose a location free from distractions
 Discuss when you will meet and how often
 Discuss when it’s okay to phone
 Agree to confidentiality
 Get to know each other

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Step Four: Continue the
Partnership
 Mentor will use listening, counseling,
coaching, career advising, and goals setting
to help mentee make progress on their
Career Development Plan Goals
 Expand available options
 Explore referral resources
 Build self-esteem
 Evaluate each meeting
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Step Five: Have a Six-month
Check-up
 Describe progress (i.e, what’s working,
what’s not working, what do we need to
change)
 Review Career Development Plan
 Ask questions

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Reasons to Conclude Mentoring
Partnership
 If your mentor moves into the same
management chain
 If your mentor moves into a different
directorate
 Discomfort in the relationship
 If you grow in your career and the
relationship is no longer valuable

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 Step Six: Conclude the
Mentoring Partnership
 Many partnerships continue
 Notify if you decide to end it early
 Give feedback
 Review and revise goals
 Express gratitude

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Step Seven: Consider Participating in
the Goddard Mentoring Program
 Center-wide Formal Mentoring Program
 1-year in length
 Will provide additional tools and resources
to enable your mentoring partnership to be
successful
 Opportunity to network formally and
informally with other mentors and mentees
across the Center

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 Mentoring Program-
Roles and Responsibilities
Protégés
 Meet with Mentor at least once a month during normal work

hours
 Develop a Mentoring Action Plan with feedback from mentor

and supervisor
 Attend formal mentoring training, progress reviews and

mentoring forums
 Participate in 360 multi-rater feedback process

 Keep supervisors informed

 Give feedback on mentoring progress and design

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 Mentoring Program-
Roles and Responsibilities
Mentor
 Meet at least once a month

 Attend formal mentoring training

 Share organizational insight

 Act as a sounding board

 Expand protégés network

 Assist protégé in setting developmental goals

 Provide Developmental feedback

 Accompany protégé to one face-to-face meeting with protégés

supervisors
 Give feedback on mentoring program progress and design

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 Effective communication: Before a meeting

•Be prepared;

•Formulate concise questions;

•Provide your mentor in advance with

any information/documentation to be
discussed;

•Agree on the meetings’ schedule.

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 Effective communication:
Verbal communication

 Do not talk too much.

 Be specific, clear and direct.

Active listening.

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 Managing relationship:
Constructive criticism versus
negativism

Constructive criticism:
Direct Negativism
Open Blaming
Respectful Shaming
Supportive Judgemental
Sensitive Interfering
Flexible Commanding
Understanding Putting down
Consistent Sarcastic
Fair Inconsistent
Outcome orientated
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Conceptual view of MENTOR

Impact

Trainees

Trainers Network

Courses
Courses
Modules
Lessons
Modules
Resources
Lessons
Resources
Language Expertise

Regions

Target Groups

Monitor Usage
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 But…..

It is up to you
to come up
with solutions!!!

BE STRATEGIC…think of your goals in this

relationship….Who has the experience, knowledge
and empathy to be able to help

THANK YOU………….

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