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Link Overview:
Contents
Preface
The Professions...
Introduction
Ethics...
What the...
mentoring program is, what is is not...
Benefits
of a
Mentor/Protege Relationship...
The Mentoring
Relationship...
Terms
and Definitions...
Mentoring Styles
Attributes,
Skills
and Functions of an Effective Mentor...
Attributes
of a
Receptive Protege...
The
Mentoring
Contract...
Important
Issues
Appendices
A.
Source
B.
Activities
C.
The Mentoring Contract
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Mentoring
The Mentoring Contract
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Establishing
Expectations in your Mentoring Relationship
Development
Planning Process
First and foremost, the protégé must have a general understanding
of the goals and objectives that he/she wishes to gain from the mentoring
relationship. Once these have been well defined by the protégé,
the mentor and the protégé must review the goals and objectives
and determine an action plan for attaining them. Definitions of goals,
objectives, and the action plan are outlined below.
Goals
The goal is a long-term result or outcome. The goal needs to be well
defined so that results can be clearly measured. Finally, why the protégé
wishes to develop the competency must be articulated.
Objectives
Objectives are short-term, single outcomes that take you along the path
towards the goal. They are measurable in terms of results, or some degree
of change.
Action Plan/Negotiated Agreement
The action plan, or negotiated agreement, should include both short
and long-term actions that both parties will take. For example, times
and dates for meetings, resources needed, and dates for completion of
short and long term tasks should be included.
The
Mentoring Contract
Establishing Parameters for the Mentoring Relationship
The following points should be considered when the mentor and protégé
are putting together their negotiated agreement.
- Determine
time and frequency of meetings.
- Define
the expectations and goals for the protégé's development
and the relationship.
- Agree
that a certain level of confidentiality is required and expected.
- What
does success of the relationship look like?
- What
you will celebrate and how?
- How
will the two communicate (i.e. by telephone, in person, via email,
etc.)?
- What
will you not do?
- What
points will feedback be given on (for both the mentor and protégé)
and when will they occur?
- Agree
upon the duration of the mentoring relationship. Will it be six months?
A year?
- 'Off-ramp'
provisions - that is, how the relationship will be ended if the pair
feel it is no longer adding value?
- Will
you include a no-fault, automatic expiration through inaction by both
parties?
- Potential
conflicts?
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