Category: Business Description: SE Mentor Guide app was created using Appy Pie, World's #1 App Builder for creating Android & iPhone Apps. It is a Business category app. Click below to download the SE Mentor Guide app.
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Suggest that your mentee chooses one to three objectives to focus on.
Utilise SE competency management tools if required.
Share a difficult decision you made recently and discuss what inputs you considered when making the decision and its outcome. Ask your mentee what he/she might have done differently.
Ask for your mentee’s advice about a project or problem on which you are working.
Share your experience and what you have learned about being successful at the organisation.
Introduce your mentee to at least two people who could be helpful to him/her.
Link up with other mentoring pairs for lunch or another activity.
Offer to tell your career story in some detail. How did you start your career. What changes did you make along the way. Include high and low points and how these learning experiences helped you.
Review your mentee’s CV. Provide specific suggestions for and examples of any changes you recommend.
Help your mentee research several career paths he/she might take within the organisation.
Review of relationship
Every six months review the effectiveness of your relationship
Are we meeting with the appropriate frequency and for the right length of time?
Are you following up on our action items coming out of each meeting?
Am I doing a good job following-up on mine?
Do you feel that I am challenging your behaviors and assumptions?
Are you learning from this relationship?
What skills are you building as a result of this relationship?
Am I providing you with the right kind of support?
How are we progressing on the goals and objectives you set at the beginning of the relationship?
Building the relationship
Some useful questions for setting expectations
What do you see as my role as your mentor?
What ground rules should we set (e.g., confidentiality, openness)?
Are there any topics off limits?
Are there any topics of urgent interest?
What topics do you want to cover in our conversations?
What do you hope to gain from this relationship?
How do you prefer to communicate between meetings?
When is the best time for you to meet on a regular basis?
Explore personal and professional background
What is your educational and professional background (including an explanation of your current role and how long you have been with the organisation)?
What are your greatest strengths and areas for development?
What are your short and long term career goals?
Establish goals and expectations
Define your own objectives and goals of the mentoring relationship before the meeting.
Prepare some ideas on how to structure the mentoring relationship.
Hold an introductory meeting face to face
Share your objectives and expectations of the mentoring relationship.
Establish roles and responsibilities.
Set expectations with the mentee for them to drive the relationship and set the agenda.
Create an action plan
Discuss mentee’s strengths and identify short and long term development needs.
Agree action items to be completed before the next meeting and assign owners.
Agree next steps
Discuss the basics i.e. confidentiality, openness.
Agree the frequency and formality of future meetings.
Confirm next steps at the end of each discussion.
Act on and revise the action plan
Review progress on actions captured from the previous meeting.
Discuss items of interest, current challenges and recent successes.
Discuss action items to be completed before the next meeting.
A mentoring partnership enables an individual to share professional and personal skills and experiences that contribute to the mentee's career growth and development.
Through mentoring relationships, the mentor becomes the mentee's source of advice, guidance and knowledge for professional and personal development.
There is no right or wrong way to do this and usually it will be up to the mentor and mentee to determine the content and structure of their mentoring partnership.
What mentoring is
Development tool to facilitate growth of knowledge, networks and careers. The process allows more experienced employees to support and develop others.
Knowledge sharing opportunity to enhance cross-functional knowledge and enable flow of information and ideas throughout the organisation.
Organizational culture enhancer as it helps in better understanding the organisation’s operations, policies, and culture.
What mentoring is not
Guarantee of promotion - mentoring relationships provide no assurance of promotion. However, both parties may develop competencies and skills that improve overall job performance.
Replacement for formal development as mentoring cannot take the place of formal training, but rather should augment formal development activities.
Management replacement - a mentor should not take on the responsibilities of the mentee’s manager.
Welcome to our Mentor Guide App
The purpose of this App is to provide mentors with easy to use information that will help you get the most out of your mentoring relationship.
It will guide you through establishing, maintaining and evaluating your mentoring relationship so that you can capitalise on its benefits.
Prior to the meeting with your mentee, review the contained information and formulate your own ideas of what you would like to get out of this relationship.
Refer to this guide throughout your mentoring relationship to guide your conversations with your mentor.
Good luck and enjoy!
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