NRF Mentor Program Handbook

Transcription

1 NRF Mentor Program Handbook 2016 National Retail Federation. Not for reproduction or distribution.

2 NRF Mentor Program The NRF Mentoring Program is a comprehensive, year-long program that seeks to foster meaningful and productive one-on-one relationships for professionals aspiring to take leadership roles in retail. The program is available to women and men. Once a participant has reviewed the Mentoring Program Handbook and decides to commit to active participation, they may begin the application process online at Application information will be reviewed by the NRF Mentoring Committee to match participants based on developmental goals, and commonalities in their professional profiles and location. If you have questions about the Mentoring Program, please contact us at MentorProgram@nrf.com. Page 1

3 Table of Contents Mentoring Program Guidelines page 2 Mentoring Program Structure page 3 Program Layout page 4-6 Step One: Getting Started page 7 Step Two: Focus on You page 8-12 Step Three: Individualized Action Plan & Goal Setting page Page 2

4 Objective Mentoring Program Handbook Mentoring Program Guidelines Mentors will provide guidance and support in the area of career development for the professionals in the retail industry. Mentoring Program Guidelines Expectations of a Mentor: As a mentor, you should assist your mentee in better understanding and clarifying her/his most important goals. You should encourage and aid the mentee in developing strategies to achieve these goals. It is important that you focus your mentee on producing results and provide her/him with the tools and confidence necessary to accomplish them. The minimum time commitment for the mentoring program is 1 year, and the mentor agrees to meet with the mentee on a regular basis agreed upon in the first meeting. Expectations of a Mentee: As a mentee, you should be committed to your personal development and willingness to think outside the box. It is important to maintain a consistent level of clear and open communication with your mentor. Both mentors and mentees should maintain a high level of confidentiality within the mentor/mentee relationship and be respectful of each other s time when scheduling and keeping pre-determined appointments. Special Note: If at any point, a mentee feels another mentor would suit her/his needs more appropriately than their current mentor relationship, he/she may request a mentor change. Mentor change requests may be handled directly by the mentor and mentee, or by contacting MentorProgram@nrf.com. Page 3

5 Program Structure Mentoring Program Handbook Mentoring Program Structure Mentor / mentee sign-up sheet online at according to professional interests Mentors will be notified of their new partnerships Mentoring program guidelines are reviewed and discussed with mentors after they have been matched with a mentee The Role of a Mentor Establishing a safe environment Clarifying goals Developing strategies to achieve goals Providing the proper tools and confidence for producing results The Role of a Mentee Commitment to personal development Consistent and clear communication is a must Commitment and honesty Both Roles Importance of confidentiality Importance of active listening Uninterrupted time Page 4

6 Mentoring Program Handbook Program Process MENTORING PROCESS: 1. Online Application: Once a participant has reviewed the mentoring program expectations and decides to commit to active participation, s/he may begin the on-line application at NRF.com. Application information will be reviewed by the NRF Mentoring Committee to match participants based on commonalities in their professional profiles and location. 2. Matching the Mentor Mentee Applicants: When a match is made, a Match Notification is sent to the pair, introducing mentor and mentee, and providing some basic information about the program. The mentor is asked to make the first contact with the mentee. 3. Initial Introductory Meet and Greet The mentor will initiate an introductory Meet and Greet call, and the pairs agree on the terms of the relationship. The mentoring schedule is flexible, but it is recommended the two connect at least one time per month. Pairs should agree upon the manner of communication that works best for them. Note: Use the call sheet on page 6 as a guide for this call (Initial Introductory Call Getting to Know you) 4. Following the Mentor Process Following the Mentoring Process: Step 1 3) After the introductory call, the 3 step process on page 7 will lead you through the Mentoring Program.) Page 5

7 Initial Introductory Call Getting to Know You The mentor should introduce and give background on themselves. Your career history. Your successes and opportunities Your career mentors Why you volunteered to be a mentor The First Meeting (In person or by phone) Introduce the mentoring process/roles Discuss parameters and meeting schedule Potential Meeting Topics Career advice/career path; Life in an executive role; Prior job experience Learning and developmental opportunities in the industry; Focus on you Individualized action plan and setting goals Ask your mentee about their background Mentor completes Getting To Know You document to learn about your mentee Appendix 1 How did s/he get into the field? What is her/his career history? What does s/he ultimately want to get from the mentoring program? Determine mentee s developmental needs and challenges Establish goals for relationship Wrap Up Next Step Wrap-up the call by explaining the following 3 step process of the program and schedule your next meeting. Ask the mentee to complete STEP 1 for the meeting. Schedule the next meeting. Page 6

8 The Three Steps Step 1: Getting Started This form (page 8) may be completed together by mentee and mentor or completed by the mentee prior to the call. Utilize the information as a launching point to talk about the needs and goals of your mentee. Allow the form to spark discussions. Step 2: Focus on You This form (page 9) is designed to give you a deeper understanding of your mentee and help foster the relationship between the two of you. As your mentee answers the questions, consider the Think About notations as a guide for yourself. Step 3: Individualized Action Plan & Goal Setting At this point, you and your mentee should be ready to set clear and achievable goals. This form will aid in clarifying your specific roles and responsibilities within your action plan. Page 7

9 Step 1: Getting Started (to be completed by mentee) What have you been procrastinating about lately? Can you list 10 things? What is the most important thing you learned this past year? What do you consider to be your best strengths? What characteristic or trait do you find most appealing in others? If you were guaranteed success, what would you do? What talents do you have that people might not be aware of? Please choose 3 goals that you and your mentor can work on together. (From The Coaching Starter Kit by Coachville.com, published by W.W. Norton & Company, Inc. Form courtesy of and copyrighted by Brian Philcox.) Page 8

10 Step 2: Focus On You Ask /Think About What do you enjoy most about your work?* Insights Does this person enjoy most what she is doing every day? How can she find satisfaction in this role? What are your talents, your strengths? Please describe the things you do best.* How does her/his definition of talent match your definition? Has the mentee included all the talent you see in her/him? What are your weak points? In what areas are you likely to need help?* How can you help your mentee manage around their weak points? Page 9

11 Ask /Think About What do you want to accomplish in the next 6 months?* Insights Does she/he have a clear goal? How can you help your mentee achieve that goal? What do you think I expect of you?* What do you expect of me?* Does your mentee understand what you expect of her/him? How can you meet her/his expectations of you? What would be a perfect job for you?* Why would you like to do that job?* What new responsibilities might be right for your mentee? Can the fit be improved? Page 10

12 Ask /Think About What motivates you?* Insights What 3 things are really motivate this person (money? independence? promotion? doing a good job? being recognized for success?) What do you find to be most satisfying about your work?* What experiences would be most intrinsically satisfying for your mentee? How can you arrange these opportunities for her/him? When you achieve your goals, how would you like to be recognized?* Tell me about the best recognition you have ever received.* What can you do to support your mentee in achieving her/his goals? How will you recognize her/his successes? What are the most important rewards for her/him? Page 11

13 Ask/Think About Will you tell me how you are doing or feeling, or will I need to ask?* Insights Do you know how your mentee is feeling or doing today? How often do you think you and I should get together to discuss how things are going?* How often should you meet with your mentee? Is there a particular skill or competency you would like to learn?* What is the best way for you to learn that skill?* Is there training or support available to help your mentee master this new skill or gain competency? How can you arrange her/his learning experience? Page 12

14 Ask/Think About Is there anything else you would like to tell me which would help to know you better? Insights Is there anything that would help us work better and more productively?* Page 13

15 Step 3: Individualized Action Plan & Goal Setting Individualized Goals Mentee Action Plan Mentor Comments/ Follow-up Page 14

16 Appendix #1 Getting to Know You (mentor uses for introductory call) What do you like most about your current position? What do you like least about your current position? What part of the job do you do well? What do you need extra help with, in your current position? If you could change anything about yourself, what would it be? When your job performance is not up to your potential, it is usually because What do you like to do during your leisure time? What are your career goals? Do you take any developmental training outside of your current job? Do you have any pets? What is your favorite: Food: Place: Sport: Indoor activity: Who is your favorite: Friend: Relative: Movie Star Hero/Heroine: Page 15