The Bridge Mentorship Program. Mentor Toolkit
|
|
- Horace Phelps
- 7 years ago
- Views:
Transcription
1 The Bridge Mentorship Program Mentor Toolkit 2013
2 Objectives The Bridge Mentorship Program Information for Mentors and Mentees Successful mentoring programs are those that have clear, measurable objectives. Here are a few examples that may help you to develop objectives for your mentoring relationship Build confidence Improve communication skills Enhance interactions with others Brainstorm career goals and paths Keys to a Successful Mentoring Program Mentor Roles Establishes an environment for open interaction and encourages a two-way exchange of information. Helps the mentor plan his/her learning objectives by identifying and understanding career-related skills, interests. Identifies potential opportunities and pitfalls; shares success stories as well as failures. Gives constructive feedback and recommendations that support the agreed upon goals and objectives. Praises the mentee s efforts and achievements and builds confidence. Proactively schedules meetings or calls with your mentee. Demonstrates professionalism and leads by example. Mentee Roles Establishes specific and measurable goals, and shares these with the mentor to give meetings focus and direction. Puts development plan into effect and turns it into results Is prepared and on time for meetings and follows through on agreed upon action items. Seeks and accepts constructive feedback. Provides honest feedback to his/her mentor. Keeps mentor informed of progress made. Mentors and Mentees Respect the confidentiality of personal information shared through the mentoring relationship. Ideally, agree to meet in person or by phone/skype at least twice a month. Plan for the meeting in advance Be aware of differences in personality and style Honest, candid discussion about how the mentorship relationship is working Maintain a willingness to learn and teach
3
4 The Bridge Mentorship Program The Benefits of Mentoring Mentoring is an excellent growth opportunity for both mentors and mentees. Being mentored has been linked consistently with achievement. Those who have participated in mentorship relationships report higher levels of confidence, stronger connections with others in their industry, greater productivity and increased career satisfaction. Mentors also reap benefits. Mentors report significant personal satisfaction from helping someone reach their full potential. They also find themselves reflecting on aspects of their own careers that they normally don t take time to think about. Responsibilities of the Mentor Information Sharing Coach on how to challenge the status quo constructively using their personal strengths Provide a trusting forum where any question is acceptable to ask and thought, individual answers are provided.. Your mentee may share personal information or experiences. This information should be kept confidential. What a Mentor Doesn t Do Obligate your mentee to outside social activities or other commitments. Discuss with others information that your mentee shared with you in confidence. Reschedule meetings or calls without determining a mutually acceptable date for your next meeting. Become discouraged if it takes several weeks to build a relationship with your mentee... Career Planning/Training Help Mentee articulate career goals that match their personal values and aspirations. Provide insight into career paths Share personal experiences that may address issues your mentee is encountering. Coaching Provide perspective, experience and ideas on how to work more effectively. Offer suggestions on problems/issues a mentee faces, strategies to use, people to involve, how to gain alignment ahead of time, necessary pre-work, etc. Offer coaching on specific problems or work topics, if asked. Share personal experiences that may address issues identified by the mentee. Make Honest Communication a Priority Take time to respond to your mentee s questions in a way that pertains to both your experience and their career goals. Provide honest feedback to your mentee. Be open to honest feedback from your mentee.
5 Getting the Relationship Off to a Good Start The First Meeting Just as mentors have concerns about their role in the partnership, mentees also have concerns. The first meeting can dispel concerns and set a positive tone for the rest of the relationship. It is important to make sure the first meeting goes well. Being organized and upbeat is a crucial first step. Below are potential agenda items for your meeting Get acquainted Before diving into the work, exchange information about yourselves, with the goal of connecting on a personal level. A good way to begin the conversation is Tell me about yourself.. Discuss your reasons for participating It is important for both mentor and mentee to know the other is committed to the success of the relationship. Talk about any concerns in this first meeting. Review goals for mentoring Mentees should elaborate on their development needs, and both parties should discuss whether the desired goals are reasonable and measurable. Once goals are established, the mentor should think about the kinds of experiences that can help accomplish the mentee s goals. Those experiences and progress towards the goals should be the major focus of subsequent meetings. Work out the details Those who set a regular schedule for contact have the best experience. The mentee should be responsible for initiating and scheduling meetings. However both need to decide when to meet and how often, how they will connect, how they will evaluate progress, and how to handle missed or cancelled meetings. Measurement During your first meeting, set two or three goals or objectives for your mentoring relationship. The mentor and mentee may want to document meetings and maintain notes in order to formally track accomplishments, commitments and next steps. Ingredients for a Successful Mentoring Relationship Regular open communications Mutual interest in helping each other Listening to each other Openness about your experiences and feelings Candid discussion about how the mentoring is working Awareness of differences in personality and styles Enthusiasm and willingness to learn and teach Sample Mentorship Meeting Topics Here are a few ideas of topics for structured discussions: Business knowledge Visibility opportunities Career development Community involvement Skill enhancement Subsequent Meetings While subsequent meetings can follow any agenda that you agree on, common elements should be reviewing progress toward the overall goal(s), review the mentee s experiences since the last meeting and reach agreement on assignments or activities to be completed by the next meeting. While most meetings can be handled via phone, plan for at least three inperson meetings during the four-month mentorship program.
6 First Meeting Template The first meeting between mentor and mentee sets the stage for a successful mentoring relationship. Here are suggestions for information you may wish to discuss during this initial meeting. Share information, including Educational background and work experience Common areas of interest Strengths and opportunities for growth Personality and work style Biggest challenges and accomplishments at work Career interests and goals Mentor Mentee Share the goals each of you has for the relationship, including what you hope to gain or learn from this experience? Mentor Mentee
7 How will you evaluate your progress? Mentor Mentee When and where or how will you meet? How often will you meet? If you need to cancel or postpone a meeting, what arrangements will you make? What s the best way and times or days of the week to contact one another? Which AREAA or industry events are you planning to attend during the mentorship period?
8 2013 Planning Calendar January April July February May August March June September October November December
Mentoring Initiative Overview
Mentoring Initiative Overview Mentoring A partnership in which active sharing of experiences and information takes place in an open environment where one or both participants increase in knowledge, improve
More informationUniversity of Alberta Business Alumni Association Alumni Mentorship Program 2015-2016
University of Alberta Business Alumni Association Alumni Mentorship Program 2015-2016 Program Guidelines This document is designed to be a reference guide, containing information that you will need throughout
More informationShell Mentoring Toolkit
Shell Mentoring Toolkit A reference document for mentors and mentees Human Resources LEARNING 25/07/2007 Copyright: Shell International Ltd 2006 CONTENTS What is Mentoring? 4 The Mentor s Role The Role
More informationLeadership and Management Competencies
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
More informationSometimes there is confusion over what mentoring is, and what it is not.
What is Mentoring? Mentoring is not new. On the contrary, the term mentor originates from Greek Mythology. The practice of mentoring even dates back to earlier times. In recent years there has been a remarkable
More informationMENTORING: A Kit for Mentees. Professional Development Program. Engineers Australia. Mentoring: A Kit for Mentees A
MENTORING: A Kit for Mentees Professional Development Program Engineers Australia Mentoring: A Kit for Mentees A Contents Introduction to mentoring 2 About mentoring 2 Formal versus informal mentoring
More informationREVENUE BUREAU ANNUAL PERFORMANCE EVALUATION PURPOSE & PROCESS SUBJECT TO LMC REVIEW AND REVISION IN SEPTEMBER 2009 INTRODUCTION
REVENUE BUREAU ANNUAL PERFORMANCE EVALUATION PURPOSE & PROCESS SUBJECT TO LMC REVIEW AND REVISION IN SEPTEMBER 2009 INTRODUCTION The annual Performance Evaluation (PE) is a communication tool designed
More informationHUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY. Manager's Guide to Mid-Year Performance Management
HUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY Manager's Guide to Mid-Year Performance Management Table of Contents Mid-year Performance Reviews... 3 Plan the performance appraisal meeting... 3
More informationPersonal Development Plan
I. ESTABLISH FOCUS and DIRECTION Personal Development Plan Provide better planning and structure to meetings Establish formal meeting agenda to be used during my 1:1 with direct reports, senior staff meetings,
More informationIllinois Technology Foundation Mentor & Mentee Program Guide
Illinois Technology Foundation Mentor & Mentee Program Guide This student mentorship program has been developed as part of the academic mentoring initiative of the Illinois Technology Foundation. The program
More informationCoaching and Career Development
Coaching and Career Development Overview Five key ways to coach and support career development. What is coaching? Hold frequent coaching meetings with employees Work on your coaching skills Plan and prepare
More informationMentoring YOUR ROAD MAP TO SUCCESS. By Nona Chigewe
Mentoring YOUR ROAD MAP TO SUCCESS By Nona Chigewe 28 CERTIFIED June 2012 ORGANIZATIONS AND THEIR EMPLOYEES HAVE ONE VITAL purpose in common: both are striving to accomplish a life-changing, impactful
More informationWriting a Development Plan A GUIDE FOR EMPLOYEES
Writing a Development Plan A GUIDE FOR EMPLOYEES Development Planning Career development and development planning are employee-directed activities. Employees are responsible for creating and implementing
More informationA guide to helping people to succeed at work
Coaching: Helping you to improve social outcomes A guide to helping people to succeed at work This guide is for anyone wanting to use coaching skills to help colleagues succeed. In particular, it is intended
More informationMentor s Guide. Mentorship Program Northern Kentucky University
2012 Mentor s Guide Mentorship Program Northern Kentucky University NKU Haile/U.S. Bank College of Business MBA MENTORSHIP Program: Mentor s Guide Reasons for Mentor participation and Guidelines About
More informationLearning and Development Hiring Manager Guide For Onboarding A New Manager
Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation
More informationDepartment of Criminal Justice, Social & Political Science. Faculty Mentoring Program
Department of Criminal Justice, Social & Political Science Faculty Mentoring Program The purpose of the Criminal Justice, Social & Political Science Department mentoring program is to facilitate the successful
More informationPREPARING FOR THE INTERVIEW
U N I V E R S I T Y C A R E E R S E R V I C E S PREPARING FOR THE INTERVIEW THE INTERVIEW The interview is an opportunity to demonstrate to an employer why you are the best fit for the position. Essentially,
More informationStudent s Guide To Interviewing..
Student s Guide To Interviewing.. Provided by: Linda Thurman, Faculty Associate for The Office of Student Professional Development and Success, The W S Lee College of Engineering. lthurman@uncc.edu 704-687-4415
More informationOnline Performance Management Review Form
Online Performance Management Review Form Rating Scale and Details of Form Employee Results 2 Employee Results Rating Scale 1, 2, 3, 4, 5 3 Key Responsibilities/Goals Key Responsibilities/Goals: The manager
More informationSTRATEGIC APPROACH TO INTERVIEWING BEST PRACTICES FOR THE MBA MARKET
STRATEGIC APPROACH TO INTERVIEWING BEST PRACTICES FOR THE MBA MARKET TOP 10 INTERVIEW COMPETENCY CHECKLIST COMPETENCY Craft a targeted positioning statement that highlights your experience, expertise,
More informationLeadership Development Handbook
Leadership Development Handbook Presented by: Langara College Human Resources Prepared by: Jackson Consulting Group Aim of the Handbook is to provide: Leadership Development Handbook - Introduction help
More informationWiltshire Council s Behaviours framework
Wiltshire Council s Behaviours framework It s about how we work Trust and respect Simplicity Responsibility Leadership Working together Excellence Why do we need a behaviours framework? Wiltshire Council
More informationParalegal Association of Central Ohio Mentoring Program
Paralegal Association of Central Ohio Mentoring Program PO Box 15182 Columbus, OH 43215-0182 www.pacoparalegals.org Why be involved in PACO s Mentoring Program? PACO s Mentoring Program began with a vision
More informationCase Study. We are growing quickly, and Saba is key to that successful growth.
Case Study In the dynamic energy industry, Mansfield Oil one of Forbes 50 Largest Private Companies fuels its employee engagement and retention with a new talent management strategy powered by Saba Software.
More informationSimilarities and Differences in Coaching & Mentoring
Similarities and Differences in Coaching & Mentoring Corporate growth in the 21 st century requires management to reach far beyond traditional skills such as training, supervision and management. Personnel
More informationMentoring. A Guide for Mentors in the Women s Leadership Initiative
Mentoring A Guide for Mentors in the Mentoring Mentoring: A Cornerstone of the The mission of the (WLI) is to educate, inspire, and empower the next generation of female leaders with the core values, attitudes
More informationPerformance Management
Performance Management WORKSHOP HANDOUTS Facilitated by: Tara Kemes, Vantage Point Knowledge Philanthropist June 2013 Page 1 of 16 Handout 1 Performance Management System Overview What is performance management?
More informationWebinar 3: Mentoring and Other Ways to Leverage the Impact of Training. Association of Public and Land-grant Universities.
Webinar 3: Mentoring and Other Ways to Leverage the Impact of Training Association of Public and Land-grant Universities October 3, 2013 Introduction This webinar is the third in a series focused on how
More informationResponding to a Disappointing Performance Review
Responding to a Disappointing Performance Review Overview When your manager reviews your work and finds it wanting. Receiving a disappointing review First steps: Take notes and ask for clarification Gather
More informationMentoring program for engineering departmental academic activities
Mentoring program for engineering departmental academic activities Prof. Pallapa Venkataram Protocol Engineering and Technology Unit, Electrical Communication Engineering Dept., Indian Institute of Science,
More informationStep 1 Self-assessment (Who am I? What do I have to offer?)
Your Job Search Your job search is a process which begins during your studies, when you start thinking about life after you ve completed your studies. It is an ongoing process, from your first job you
More informationUniversity of California, Berkeley
University of California, Berkeley Performance Management Executive Briefing As part of UC Berkeley s commitment to excellence, we must support the excellence of our staff. The process of Performance Management
More informationSilicon Valley Mathematics Initiative Student Focused Math Content Coaching
Teacher Learning Content Student Math Assessment Collaborative Silicon Valley Mathematics Initiative Student Focused Math Content Coaching Teacher Learning Content Student Math Assessment Collaborative
More informationNurse Practitioner Mentor Guideline NPAC-NZ
Nurse Practitioner Mentor Guideline NPAC-NZ Purpose To provide a framework for the mentorship of registered nurses to prepare for Nurse Practitioner (NP) registration from the Nursing Council of New Zealand.
More informationJOB SEEKER S GUIDE TO CREATING A 30-60-90-DAY PLAN
JOB SEEKER S GUIDE TO CREATING A 30-60-90-DAY PLAN The first 90 days in a new job typically set the tone for your employment. Three months is the standard grace period for new employees, and how you handle
More informationONE NJ Mentorship Tool Kit
ONE NJ Mentorship Tool Kit Copyright 2014 by the Organization of Nurse Executives, New Jersey. All rights reserved. Authorization to duplicate and personalize items for internal agency and personal use
More informationManaging Your Career Tips and Tools for Self-Reflection
Managing Your Career Tips and Tools for Self-Reflection Your career may well be the primary vehicle for satisfying many of your personal needs, i.e. your need to feel a sense of belonging, to feel appreciated
More informationEVOLVING PERFORMANCE MANAGEMENT BECAUSE THE WORK YOU DO MATTERS.
EVOLVING PERFORMANCE MANAGEMENT BECAUSE THE WORK YOU DO MATTERS. THE POWER OF PARTNERSHIP. GROWING OUR BUSINESS AND OURSELVES. To fuel our continued growth for today and tomorrow, we re evolving our idea
More informationPreparing Your Application for Graduate School: A Guide for Prospective Graduate Students
Preparing Your Application for Graduate School: A Guide for Prospective Graduate Students As you prepare your application to grad school, you are probably wondering: What s in an application to graduate
More informationYale University. Guide to Getting Started V1 1/12
Yale University Guide to Getting Started V1 1/12 Individual Development Plan IDP is a process you direct, in partnership with your manager, to enhance your professional growth by: Identifying and pursuing
More information36 TOUGH INTERVIEW QUESTIONS And ways to structure the responses
1 36 TOUGH INTERVIEW QUESTIONS And ways to structure the responses (Management specific questions start with question 30) 1. Tell me about yourself Frame it: Describe how you are today vs. a long story
More informationCommunications Strategy 2015-16
Communications Strategy 2015-16 Communication leads to community, that is, to understanding, intimacy and mutual valuing [Rollo May, 1909-1994, American Psychologist] Introduction The WWM CRC is a provider
More informationONTARIO NURSES ASSOCIATION. The Mentor Toolkit. Updated March 2013
ONTARIO NURSES ASSOCIATION The Mentor Toolkit Updated ONA is the union representing 60,000 registered nurses and allied health professionals and more than 14,000 nursing students providing care in hospitals,
More informationCOACHING AND MENTORING in Higher Education
COACHING AND MENTORING in Higher Education How to tell the difference Paul Levy Head of Staff and Educational Development University of East Anglia July 15, 2013 Coaching and mentoring Coach and coachee?
More informationEmployee Engagement Action Planning Toolkit
Employee Engagement Action Planning Toolkit Tools and Resources for Discussing Employee Engagement Results and Creating an Employee-Generated Plan for Improvement August October 2013 VANGUARD HEALTH SYSTEMS
More information6 Essential Characteristics of a PLC (adapted from Learning by Doing)
6 Essential Characteristics of a PLC (adapted from Learning by Doing) 1. Shared mission, vision, values, goals Educators in a PLC benefit from clarity regarding their shared purpose, a common understanding
More informationProfessional Mentoring Program Information Guide & FAQs
Professional Mentoring Program Information Guide & FAQs Former PMP protégé Nilesh Bhagat, CHRP Former mentor TJ Schmaltz, LLB, BCL, CHRP Dear HRMA member, So you are interested in participating in our
More informationChoosing the Best Mentor
Starting a Career in Academic Medicine: How to be a Clinical Investigator Choosing the Best Mentor Flordeliza Villanueva, MD Professor of Medicine Director, Non Invasive Cardiac Imaging Director, Center
More informationYour Guide to Individual Development Planning
Your Guide to Individual Development Planning Updated 3/2/2015 1 Introduction A commitment to continuously learning and developing knowledge and skills that are valued by the University opens the door
More information15 Most Typically Used Interview Questions and Answers
15 Most Typically Used Interview Questions and Answers According to the reports made in thousands of job interviews, done at ninety seven big companies in the United States, we selected the 15 most commonly
More informationSuccession Planning and Career Development
Succession Planning and Career Development Succession Planning and Career Development All trademarks are the property of their respective owners. IAAP claims no ownership interest in the trademarks. Table
More informationOverview of Performance Management. Taking Steps to Enhance Individual & Organizational Effectiveness
Overview of Performance Management Taking Steps to Enhance Individual & Organizational Effectiveness Performance Management Performance management is the process through which supervisors and those they
More informationCoaching and Feedback
Coaching and Feedback Follow the Guidelines for Effective Interpersonal Communication There are fundamental strategies that should always be part of interpersonal communication in the work place. Don t
More informationTeam Core Values & Wanted Behaviours
Team Core Values & Wanted Behaviours Session Leader Guide This exercise helps you as a leader to establish a set of shared values and related wanted behaviours. To have shared values in a team will: y
More information2011-2012 NSBE Professional Collegiate Initiative Mentoring Toolkit Updated August 8, 2011
National Society of Black Engineers 2011-2012 NSBE Professional Collegiate Initiative Mentoring Toolkit Updated August 8, 2011 Bianca Brown National Alumni Collegiate Initiative Chairperson National Society
More informationMentoring Resource Guide
UIC Human Resources Organizational Effectiveness 2010 TABLE OF CONTENTS MESSAGE FROM THE DIRECTOR OF ORGANIZATIONAL EFFECTIVENESS... 3 WHAT IS MENTORING?... 4 WHAT ARE THE BENEFITS OF MENTORING?... 5 WHAT
More informationPersonal Research Let this be an introspective exercise for you. Be honest with yourself and have fun while you accomplish something very important.
Interviewing for a position with Turner can be a valuable learning opportunity. Based on our experience in recruiting and hiring talent, we have assembled some ideas to help you in the process. Preparation
More informationInterviewing Strategies & Tips. Career Center For Vocation & Development
Interviewing Strategies & Tips Career Center For Vocation & Development Before the Interview A job interview is an opportunity to showcase your strengths, experience, and interest in the position for which
More informationA Presentation for the American Constitution Society by Donya Khalili. www.acslaw.org
A Presentation for the American Constitution Society by Donya Khalili A wise and trusted teacher or counselor. Someone who guides a less experienced person by building trust and modeling positive behaviors.
More informationHHS MENTORING PROGRAM. Partnering for Excellence MENTORING PROGRAM GUIDE
HHS MENTORING PROGRAM Partnering for Excellence MENTORING PROGRAM GUIDE November 17, 2008 TABLE OF CONTENTS Page I. VISION STATEMENT.... 2 II. MISSION STATEMENT. 2 III. INTRODUCTION...2 IV. PROGRAM OBJECTIVES.
More informationMentorship Program Information Package
Mentorship Program Information Package Page 1 of 14 Table of Contents Introduction... 3 Mentor Role and Responsibilities... 4 Member Roles and Responsibilities... 6 Learning Plan Development, Implementation
More informationSTEP 5: Giving Feedback
STEP 5: Giving Feedback Introduction You are now aware of the responsibilities of workplace mentoring, the six step approach to teaching skills, the importance of identifying the point of the lesson, and
More informationAMERICAN COLLEGE OF OBSTETRICS AND GYNECOLOGY
Mentorship toolkit District VI AMERICAN COLLEGE OF OBSTETRICS AND GYNECOLOGY 2012 Authored by: Tamara Helfer, MD, MBA Mentorship toolkit District VI TOOLBOX: Start: First, one should call the mentorship
More informationA System s Approach to Monitoring
A System s Approach to Monitoring Head Start LIHEAP WAP CSBG WIA What is a System? An organized collection of parts (or subsystems) that are highly integrated to accomplish an overall goal. Carter McNamara
More informationFYI LEADERSHIP. Coaching - A General Overview
FYI LEADERSHIP Coaching - A General Overview Revised: March 2014 Summary: This FYI discusses: (1) the benefits of executive and management coaching, (2) the advantages of internal vs. external coaching,
More informationThe Engineers Canada Leader
The Engineers Canada Leader Executive Summary Engineers Canada exists to provide national support and leadership on behalf of engineering regulators to promote and maintain the interests, honour, and integrity
More informationEmotional Quotient. Michael Sample. CEO Sample Co. 5-22-2013. Your Address Here Your Phone Number Here Your Email Address Here
Emotional Quotient CEO Sample Co. 5-22-2013 Introduction The Emotional Quotient report looks at a person's emotional intelligence, which is the ability to sense, understand and effectively apply the power
More informationPersonal Development Planning and eportfolio. Student Guide
Personal Development Planning and eportfolio Student Guide 1 Introduction PDP helps you to develop the skills you need to take responsibility for your learning, development and career progression. Engaging
More informationChesterfield Borough Council. Internal Communications Strategy. April 2014 - April 2017.
Appendix 1 Chesterfield Borough Council Internal Communications Strategy April 2014 - April 2017. Section 1: Introduction 1.1 Chesterfield Borough Council s single biggest asset is its employees. 1.2 It
More informationFAO Competency Framework
FAO Competency Framework FAO Competency Framework Acknowledgements FAO is grateful to the UNAIDS Secretariat, which has kindly permitted FAO to re-use and adapt the explanatory text on competencies from
More informationE XPERT PERFORMANC E. Building Confidence. Charting Your Course to Higher Performance. The Number 1 Challenge for New Leaders
E XPERT PERFORMANC E Charting Your Course to Higher Performance CHALLENGE: Today s leaders need to meet an increasing demand for measurable results in ever decreasing time frames. SOLUTION: Ultimately
More informationCOMMUNICATION INTERNSHIP GUIDELINES College of Charleston
COMMUNICATION INTERNSHIP GUIDELINES College of Charleston Department of Communication GAINING PRACTICAL EXPERIENCE A Communication internship at the College of Charleston provides you with valuable exposure
More informationCOMMUNICATION INTERNSHIP GUIDELINES GAINING PRACTICAL EXPERIENCE
COMMUNICATION INTERNSHIP GUIDELINES GAINING PRACTICAL EXPERIENCE A Communication internship at the College of Charleston provides you with valuable exposure to the working world and increases your chances
More informationInterview Guide for Hiring Executive Directors. April 2008
Interview Guide for Hiring Executive Directors April 2008 Introduction This interview guide has been developed to help the Board of Directors of Big Brothers Big Sisters agencies interview candidates for
More informationCOMPETENCY ACC LEVEL PCC LEVEL MCC LEVEL 1. Ethics and Standards
ICF CORE COMPETENCIES RATING LEVELS Adapted from the Minimum Skills Requirements documents for each credential level (Includes will-not-receive-passing-score criteria- gray background) COMPETENCY ACC LEVEL
More informationOnboarding and Engaging New Employees
Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders
More informationCommunications Strategy
Communications Strategy 2014-2017 Classification: Internal/Stakeholder 1. Introduction Good communication is central to the perception of City Property (Glasgow) LLP and our credibility. It is at the core
More informationT-MOBILE USES SOCIAL MEDIA ANALYTICS TO BOOST EFFICIENCY
T-MOBILE USES SOCIAL MEDIA ANALYTICS TO BOOST EFFICIENCY The Dutch T-Mobile has been active on social media for almost 5 years now. Initially, their focus was on forums, which have now been accompanied
More informationthe Defence Leadership framework
the Defence Leadership framework Growing Leaders at all Levels Professionalism Loyalty Integrity Courage Innovation Teamwork Foreword One of the founding elements of Building Force 2030, as outlined in
More information4180: Defined Processes, Evidence, and Rescuing Corporate Knowledge: Achieving Standards Compliance in Agile and Lean Environments
4180: Defined Processes, Evidence, and Rescuing Corporate Knowledge: Achieving Standards Compliance in Agile and Lean Environments SEPG Conference March 2012 Dr. Richard Bechtold : Overview Problem Statement
More informationWelcome to the Mentoring Program
Welcome to the Mentoring Program We would like to warmly welcome your participation in the PMI Northern Utah Chapter Mentoring Program. The Mentoring Program has been established to provide its members
More informationCoaching and Teambuilding to Create a World-Class Work Force CHUCK HAUGHTON HIGH POTENTIAL RESOURCES
Coaching and Teambuilding to Create a World-Class Work Force CHUCK HAUGHTON HIGH POTENTIAL RESOURCES Agenda Survey Data Setting the Context Six Lessons Situations/Discussion Pre-Conference Survey Data
More informationPerformance Management Tool 5 Employee Self Evaluation
Performance Management Tool 5 Employee Self Evaluation Annual Performance Review Form Employee Self Evaluation Employee Name: Department: Review Period: Criteria EE ME DR Exceeds Expectations Meets Expectations
More information360 Degree Survey. program staff.
360 Degree Survey Your supervisor/colleague would like to get your feedback about their strengths and areas of opportunity as a supervisor. Your honest feedback and specific comments will support their
More informationHUMAN RESOURCES STRATEGY FOR RESEARCHERS AND ACTION PLAN FOR THE PERIOD 2015-2018
HUMAN RESOURCES STRATEGY FOR RESEARCHERS AND ACTION PLAN FOR THE PERIOD 2015-2018 March 2015 (This document has been submitted to the European Commission for review) Contents: 1. Introduction... 3 IBEC...
More informationCoaching: bringing out the best. Opinion piece Philip Brew
Coaching: bringing out the best Opinion piece Philip Brew Coaching: bringing out the best Philip Brew 1/6 Organisations need fully functioning human beings In today s demanding and complex environments,
More informationDeveloped for the Southern Africa NGO Capacity Building Project with support from:
AFRICAN MEDICAL AND RESEARCH FOUNDATION: MANUAL ON THE UNIT STANDARD: Apply the principles of situational leadership to a business unit: ID No: 13953: 5 Credits Developed for the Southern Africa NGO Capacity
More informationLearning Framework for Local Government
Learning Framework for Local Government Local Government should aspire to building learning municipalities in which employees acquire knowledge, skills and attitudes from their daily experience, educational
More informationEXECUTIVE BEHAVIORAL INTERVIEW GUIDE
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the
More informationLeadership Mentorship Recruitment. Patricia Frank, RN, BSN, OCN
Leadership Mentorship Recruitment Patricia Frank, RN, BSN, OCN Leadership Leadership Hard to define Do we know leadership when we see it? Where do we find leaders? Are leaders born or made? Identify Characteristics
More informationInformation kit 2016
Information kit 2016 Intake 1 (April 2016 April 2017) Intake 2 (October 2016 October 2017) Contents PURPOSE OF THE MENTORING PROGRAM... 4 DEFINITIONS... 4 Mentor... 4 Mentee... 4 BENEFITS OF THE AHRI MENTORING
More informationTeam Building. HR can provide you with support for building effective team work.
Team Building HR can provide you with support for building effective team work. Developing Effective Teams Model Typically we work with the leader or a smaller working group to determine what they would
More informationHuman Resources Training. Performance Management Training Module 2: Managing Employee Performance
Human Resources Training Performance Management Training Module 2: Managing Employee Performance Table of Contents Learning Objectives...1 Expectations Of You As A Leader...3 Setting and Communicating
More informationModule 1 Personal Vision and Mission Statements for Business Leaders
Module 1 Personal Vision and Mission Statements for Business Leaders By Michelle Pate, MA, MBA How many times have you worked for a company and many of your co-workers don t know what is happening at the
More informationSAMPLE AGENDA. Month 1 Goals: Assessment and Job Search Activities. Meeting 1 Introduction
SAMPLE AGENDA The following agenda is to be used as a guideline only. The areas that the two of you focus on will depend on the mentee s learning needs. Month 1 Goals: Assessment and Job Search Activities
More informationCollaborative Task: Just Another Day at the Office
At a glance Level: ISE II Collaborative Task: Just Another Day at the Office Focus: Collaborative task Aims: To develop speaking skills by responding to prompts related to the workplace Objectives: To
More informationPerformance Evaluation Senior Leadership
Performance Evaluation Senior Leadership Employee Name: Position: Program/Dept.: Supervisor Name: Review Date: For each of the valuation standards, bullet points have been provided to assist you with the
More informationMentoring for. Venturing Crews. Facilitator Guide
Mentoring for Venturing Crews Facilitator Guide 511-914 2015 Printing TABLE OF CONTENTS Learning Objectives... 2 Training Aids and Equipment Required... 2 Materials for Distribution... 2 Class Size...
More informationBehaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level
Good Practice INPO 15-012 October 2015 Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Revision 0 OPEN DISTRIBUTION OPEN DISTRIBUTION: Copyright 2015 by the
More information