CEMS-London Student Alumni Mentoring Program (SAMP)
Transcription
CEMS-London Student Alumni Mentoring Program (SAMP)
CEMS-London Student Alumni Mentoring Program (SAMP) London 9th March 2012 Thomson Reuters What is Mentoring? Mentoring is a developmental relationship through which one person facilitates the development of another by sharing known resources, expertise, values, skills, perspectives, attitudes and proficiencies – Provides support and understanding – Increases network of knowledge experts – Develops relationships to feel connected to the organization – Leadership support validates the importance of employee development – Provides “sounding board” on issues and decision options REUTERS/ Stephane Mahe Benefits for Mentors/ Mentees Mentors • • • • • Share expertise Prove leadership Expand network Invest in organization’s future Obtain fresh perspectives Mentees • • • • • • • Improve in career area Learn about another division/dept Explore potential Expand leadership abilities Increase technical skills Make valuable contacts Enhance career opportunities The Four Steps of Mentoring 1. PREPARE – Decide if you are ready to do this – Determine type and level 4. CLOSE – Bring the relationship to a close and summarize the accomplishments 2. ESTABLISH – Mentors: Define the competencies for which you can mentor – Mentees: Define focus and goals for what a mentor can help you with specifically PREPARE ESTABLISH CLOSE SUSTAIN – Both: Match with mentoring partner, create mentoring agreement 3. SUSTAIN – Meet with your mentoring partner regularly to accomplish the goals of the mentoring agreement Prepare PREPARE “If I had eight hours to cut down a tree, I’d spend six sharpening my axe.” ~ Abraham Lincoln PREPARE What’s Expected: Mentors Expected to • Help mentee develop appropriate mentoring agreement • Provide guidance based on mentee's learning and development needs • Help mentee access appropriate experts • Be resource, advisor, model, sponsor • Provide feedback Not expected to • Become or replace mentee’s supervisor or manager • Report to others about mentee’s progress • Know all the answers • Develop a friendship PREPARE What’s Expected: Mentees Expected to Not expected to • Initiate and drive relationship • Know all questions to ask • Identify initial learning goals • Get things right the first time • Seek feedback • Take active role in learning • Fit all learning into one relationship • Initiate meetings and discussions • Look to mentor for all answers • Allocate time and energy • Be submissive in the relationship • Follow through on commitments • Develop a friendship PREPARE Mentoring Levels LESS Informational Level – Resourcing – Advising – Enlightening Skill Level Accountability Intensity Trust – Teaching – Modeling Advocacy Level – Guiding – Consulting – Sponsoring (Advocating Career) MORE Establish ESTABLISH “Constant development is the law of life” ~Gandhi ESTABLISH Tools to Assess your Needs CUSTOMER FIRST Act with the customer in mind Leadership Competency Model PERSONAL EFFECTIVENESS Listen, take ownership, be a role model, grow and learn ENGAGE OTHERS Provide direction, development and inspiration INCLUSIVE Think globally, value diversity, collaborate and consider the impact DECIDE Be courageous, contribute, provide/solicit input, take action SIMPLIFY Focus on what matters most, keep things streamlined and effective DRIVE STRATEGY Know the business, look ahead, plan for the future INNOVATE Be creative, take smart risks, continuously improve ESTABLISH Tools to Assess your Needs Functional Competencies Core competencies for your function REUTERS/ Petr Josek 360 feedback tool Others can provide insight on your development needs (mentee) or areas of strength (mentor) Performance Plan Consult your performance plan and Individual Development Plan REUTERS/ Athar Hussain Discussion with your Manager Areas for improvement Areas of expertise that you may share with others ESTABLISH Mentoring Agreement Purpose: Framework for the relationship Clarity of expectations “Contract” between partners Contents: Partner names Goals – the results to achieve Competencies to focus on Learning and skill goals Type of relationship Information, Skill, or Advocacy Any additional information or clarification Meeting frequency, Confidentiality and accountability standards, How to monitor progress, Duration of relationship REUTERS/ Issei Kato Sustain SUSTAIN “One thing I know; the only ones among you who will be really happy are those who will have sought and found how to serve.” ~ Albert Schweitzer SUSTAIN Sustaining Respect mentoring partner’s time Prepare for each meeting Speak candidly Listen actively/carefully Ask questions Follow up on action items after REUTERS/ Tyrone Siu each meeting SUSTAIN First Three Meetings Meeting 1: Interview & Agreement “Easy out” for both partners – Get to know each other (20 minutes) – Mentoring Agreement (30 minutes) – Agenda for next meeting (10 minutes) Meeting 2: Clarify Goals – Relational check-in (5-15 minutes) – Questions to establish initial goals (20-30 minutes) – Agenda for next meeting (10 minutes) Meeting 3: Dialog on Initial Issues – Relational check-in (5-15 minutes) – Dialog Model and Learning Objectives (20-30 minutes) – Agenda for next meeting (10 minutes) Close CLOSE “To go beyond is as wrong as to fall short” ~Confucius CLOSE Closing the Relationship • Excellent opportunity for growth and reflection • Close can be most challenging step of mentoring • Types of “dysfunctional” closure REUTERS/Charles Platiau • Lack of closure/fear of closure • Unanticipated end • Scheduled end • Dysfunctional closure can cause anxiety, discomfort, surprise, resentment REUTERS/Yannis Behrakis Source: Lois Zachary, “Mentoring Relationships: 7 Tips for Coming to Closure,” Mentoring & Protégé, Vol. 9, No. 4, Fall 1999 CLOSE Planning a Meaningful Closure 1. Discuss and plan for the end of the relationship 2. Look for signals that end is approaching 3. Respect your mentoring partner’s decision 4. Evaluate the relationship periodically 5. Review your goals periodically (Mentoring Agreement) 6. Integrate (take what you’ve learned and use it) 7. Never assume (appreciate and celebrate) Source: Lois Zachary, “Mentoring Relationships: 7 Tips for Coming to Closure,” Mentoring & Protégé, Vol. 9, No. 4, Fall 1999 Tips for Successful Relationships • Maintain regular contact • Always be honest, avoid being judgmental • Believe in your mentee or mentor • Don’t expect to have all the answers or know all the questions • Be clear about expectations and boundaries • Respect confidentiality • Have regular check-ins to determine if you are progressing to the goals identified REUTERS/Pawel Kopzynski Contact Information • Presenter 2012 CEMS Mentoring event - Carien van der Hoop, Head of Contribution – OTC, Thomson Reuters [email protected] • Mentor Contact Person - Gosia Niewiarowska, CEMS Alumni Association President [email protected] • Mentee Contact Person - Pauline Puiroux, LSE [email protected] • Organizer CEMS event March 9 - Wieteke Dupain, Customer Advisory Programs, Thomson Reuters & CEMS Alumna [email protected]