Mentor’s Guide to the Galaxy

“If your actions inspire others to dream more, learn more, do more and become

more, you are a leader.” John Quincy Adams

What is a mentor?

• A mentor is a role model, teacher, or advisor.• A mentor is an advisor an teacher, inspirer,

motivator, and encourager.• A mentor is an enabler and uplifter.

What is a mentor?

• A mentor is not a coach.• The mentor is focused on the mentee’s growth; whereas the

coach is focused on the coachee’s job performance. • A coach focuses on specific skills, behaviors, and knowledge.• A mentor focuses on personal development.

Mentor’s GuidePurpose: The purpose of this guide is to help you implement a mentoring program within your LC.  

Who should be mentors?Old, experienced members within the LC that can provide a high quality experience for the mentees and to share knowledge.

Who are the mentees? New members

What should the mentoring experience be like? One-on-one Mentoring between Mentor and Mentee

Who leads the mentoring program? VPTM or Member Development Coordinator

How often should the mentor and mentee meet? Biweekly

What can you find in the guide?

TimelineThree Phases of Mentoring

Implementing a Mentoring Program:Setting goals of program

Clarify responsibilitiesEstablish accountability

Train your mentorsIntroduce Mentors to Mentees

Timeline for MentorsGeneral Information

Activities to do with MenteesConversation StartersResources for Mentors

TimelineSchool starts

Train team members, select person to oversee Mentor program, create mentor applications

Send out Mentor Applications

Select Mentors

Train Mentors

New members are selected

Send out Mentee Applications

Match Mentors/Mentees

First mentor/mentee meeting

RoKs Mentors/Mentees meet biweekly after that first meeting for the remaining of the semester

Three Phases of Mentoring

The Beginning:

Establishing

The Middle:Enabling and

Uplifting

The End:Exiting

Share stories; become

bonded; follow up on how

things are going

Set goals and expectations

between mentor and

mentee

Reflection and closing on the

mentoring relationship;

feedback

The Beginning: Establishing

• Lay the foundation for a potential long-term relationship

• Refine Goals• Set Expectations

The Beginning-Goal-Refine

Questions Answers

1 What should be the focus of our mentoring relationship?

2 What measurable goals should we establish for our mentoring relationship?

3 How do we connect? What do we share in common? What are our major differences?

4 What boundaries should we establish in our relationship? Are there times we should not communicate?

5 What topics, if any, should be considered confidential?

The Beginning-Expectations for Mentor

Questions Answers

1 What do you expect you should do as a mentor?

2 What do you expect that you should not do as a mentor?

3 What do you expect of your mentee?

4 What do you expect that a mentee should do?

5 What experience have you had with other people mentoring you? Were those good experiences? If so, what was good about them? Were there bad experiences? If so, what was bad about them?

6 What factors do you believe are the most important in an effective mentoring relationship? Why?

The Beginning- Expectations for Mentee

Questions Answers

1 What do you expect of a mentor?

2 What do you not expect of a mentor?

3 What do you believe you should expect to do as a mentee?

4 What do you believe you should not do as a mentee?

5 What experience have you had with other people mentoring you? Were those good experiences? If so, what was good about them? Were there bad experiences? If so, what was bad about them?

6 What factors do you believe are the most important in an effective mentoring relationship? Why?

The Middle: Enable and Uplift

• Reflection• Role Modeling• Storytelling: A story that will allow the mentee to think or act

in a different way.o Keep it short, entertaining, audience appropriate, and

learning orientedo A story where you made a mistakeo A story where you learned something the hard wayo A story where you could have done something to create a

better outcome

The End: Exiting PhaseReflection:

What did we set out to accomplish? What did we actually accomplish? What did you learn? How did you integrate that learning into your work? What worked well in our mentorship? What do you think I should repeat when I mentor a different

person? What did you learn about me? What’s next for you? How should our relationship continue after mentorship?

Closure: Give your mentee a gift. (maybe a book) Go out an have a meal together Create something crafty for your mentee End it on a special note

Implementing a Mentoring Program

Step 1: Set goals for program

Step 2: Clarify Responsibilities of mentors/mentees

Step 3: Establish ways to hold people accountable

Step 4: Train mentors

Step 5: Introduce Mentors and Mentees

Step 8: Implement mentoring program

Step 7: Provide tools and resources to support

Step 9: Track measurable goals and success stories

Step 6: Follow-up

Step 1: Set goals FOR THE program

Step 1: Goals of Program

Goals for LC:• Encouraging retention• Improving productivity• Enhancing professional development.• Linking members with valuable knowledge

and information to new members in need of such information

• Creating a mentoring culture, which continuously promotes individual growth and development.

Step 1: Goals of Program

Mentors will:

• Gains insights from the mentee’s background and history that can be used in the mentor’s professional and personal development.

• Gains satisfaction in sharing expertise with others.• Provides a leadership opportunity• Engages old members• Learns more about other areas within AIESEC

Step 1: Goals of the Program

Mentees will:

• Gains from the mentor’s expertise• Receives critical feedback in key areas• Networks with a more influential member• Gain knowledge about the organization’s culture

and unspoken rules that can be critical for success; as a result, adapts more quickly to the organization’s culture

• Have a friendly ear with which to share frustrations as well as successes

Step 2: Clarify Responsibilities of

Mentors/Mentees

Step 2: Responsibilities

Responsibilities for leader of program: • Determines the goals of the program• Selects criteria for mentors and mentees• Selects mentors• Matches new members to mentors• Meets with the mentors once a month• Review meetings the mentors are having with

mentees• Tell EB concerns• Evaluates results at the end

Step 2: Responsibilities

Responsibilities for Mentor:• Be available to your mentee and set clear expectations• Encourage, support, and guide your mentee• Be patient an build a trusting relationship• Be a role model• Teach your mentee skills/competencies• Make them feel welcome in the LC• Tell leader of program concerns or problems brought up• Set up a meeting every other week and record meetings

on Podio

Step 2: Responsibilities

Responsibilities for Mentee:• Show up on time to mentor meetings• Be open-mined and willing to share• Take in ideas/advice mentor gives you• Be self-motivated• Be honest

Step 3: Establish Ways to hold Mentors Accountable

Step 3: Accountability

• Create Job Description for mentor• Send out mentor applications• Create a mentor workspace where they can upload

meetings they have had• Track meetings uploaded• Meet with the mentors at least once a month• Encourage mentors to take pictures with their

mentees during their meeting and send to VPTM to display GCPs at LCM

Mentor Applications

• The Purpose of having people apply to become mentors is so that you are getting people that are committed that want the position. It will also allow you to pick old, experienced members that would be reliable mentors that can provide a good quality experience for their mentees.

• The application that you can use is created in a Podio App that you can clone to your workspace to send out to your LC members.

 

Mentor Applications Questions for Application: 1. Why do you want to be a mentor?2. Have you ever had a mentor? If so, what made that mentor memorable?3. Who is your role model? Why?4. What is your mentoring style?5. What do you hope to gain from your mentoring experience? What do you hope your mentee gains?6. How will you improve upon your own mentoring experience with your own mentees? What will you do differently?7. As a mentor, what are your strengths?8. How well do you handle conflict?9. What does personal development mean to you?10. What makes a good mentor?11. What competencies do you feel confident in training others in?12. How many people do you feel comfortable mentoring?13. Are you willing to commit the time and effort to deliver an excellent mentorship ?experience for our newbies?14. Are you willing to commit to having at least 2 one hour mentor meetings a month?15. Are you willing to commit to having at least one meeting with the Member Development Coordinator or VPTM a month

Step 4: Train your Mentors

Mentor/Seminar Conference Purpose:1. To feel connected to the mentor team2. To set expectations and goals as a mentor before new members come3. To go over leadership styles and mentoring styles4. To go over mentor responsibilities5. To have a reflection time on what they want to why they wanted to be a mentor, what they want to accomplish as a mentor, what they want to provide for the mentees, how they are going to support their fellow mentors, and sharing GCPs from their own personal mentoring experience.  

Mentor/Seminar Conference Topics to go over at Seminar/Conference:

1. Importance of mentoring2. Mentoring and Leadership Styles3. Power in asking questions4. Conflict resolution5. Competencies6. Goal-Setting/Expectations/Responsibilities7. Bonding activities/Icebreakers to do with mentees8. Building interpersonal relationships9. Share own GCPs10. Reflection

There is a GCP for a Mentor Conference on Podio*

• Have new members and current members fill out this application when they are accepted in the LC to be able to match mentor to mentee.

Mentor APPLICATIONS

Mentee Applications

Purpose:To learn more about mentees, what they want to learn/grow, and to provide a good match with mentor and mentee. This is also an App on Podio that you can clone to your workspace to send to all of your new members to fill out. 

Mentee ApplicationsQuestions for Mentee Applications: 1. What do you want to get out of AIESEC?2. What do you like about AIESEC (eg: environment, current team structures, events, projects etc) so far?3. What type of projects would you like to be more involved in?4. What do you expect to get out of the mentoring experience?5. What competencies do you want to develop yourself in?6. Where do you see yourself in 5 years? How can AIESEC help you get there?7. Have you had a mentor before and if so what worked/didn’t work?8. What motivates you to complete your goals?9. What are you most excited for this semester in AIESEC? 

Step 5: Introduce Mentors to Mentees

Mentor Match Either the VPTM or the Member Development Coordinator oversees the matching process. By looking at the applications that both the mentor and the mentees filled out, you will be able to match accordingly to what the mentee wants to develop and what skills and knowledge the mentor has.

Mentor Match: Competency TestMentor Competencies Ratings

1 Emotional Intelligence 0 1 2 3 4

2 Self Awareness 0 1 2 3 4

3 Questioning Skills 0 1 2 3 4

4 Listening Skills 0 1 2 3 4

5 Problem Solving 0 1 2 3 4

6 Time Management 0 1 2 3 4

7 Empowering and Motivating Others 0 1 2 3 4

8 Global Mindset 0 1 2 3 4

9 Proactive Learner 0 1 2 3 4

10 Entrepreunial Outlook 0 1 2 3 4

11 Training and Facilitating/ Public Speaking 0 1 2 3 4

12 Career Planning 0 1 2 3 4

Mentee Match: Competency TestMentor Competencies Ratings

1 Emotional Intelligence 0 1 2 3 4

2 Self Awareness 0 1 2 3 4

3 Questioning Skills 0 1 2 3 4

4 Listening Skills 0 1 2 3 4

5 Problem Solving 0 1 2 3 4

6 Time Management 0 1 2 3 4

7 Empowering and Motivating Others 0 1 2 3 4

8 Global Mindset 0 1 2 3 4

9 Proactive Learner 0 1 2 3 4

10 Entrepreunial Outlook 0 1 2 3 4

11 Training and Facilitating/ Public Speaking 0 1 2 3 4

12 Career Planning 0 1 2 3 4

First Meeting:

Get to know activities, ask questions about them, How are they feeling so far with AIESEC? Are they excited about RoKs? Talk about RoKs and what to expect. Share AIESEC Experience and why you joined AIESEC and why you stayed. Set expectations and goals for the mentoring experience (using the tools for expectations and goals). What does the mentee want to develop?

The purpose of the first meeting is to connect together on a more personal level so you both feel comfortable talking to each other.

Set up the next meeting at this meeting. These meetings do not have to be formal! It’s better if it is informal.

This meeting should be done before RoKs so that they feel more comfortable beforehand!

Timeline for Mentors

Second Meeting:

The second meeting will take place two weeks after the first meeting. If RoKs has already happened, it can be a time to talk about what they experienced. Did they like RoKs? Did they make new friends? Did they learn a lot? What did they learn? Are they still confused about anything? Are they excited to start working on what they learned? How do they like their team? Do they feel comfortable on it? Do they feel connected with LC members? How do they like their VP? Any concerns?

This meeting is also a good time to help them in setting goals. What do they want to implement? What are they excited about this semester? Do they need any support or resources? Are they interested in running for a leadership role?

Timeline for Mentors

Third Meeting:

This meeting will be two weeks after the second meeting. The new members will be at least 6 weeks in AIESEC at this point. This will be a good opportunity to have them fill out a midterm TMP assessment form, because it is a halfway point.

There may be several concerns brought up because this is a time that is stressful in the semester. How is their AIESEC experience so far? What has been the most exciting part so far? What has been the hardest part so far? What areas do you need support in? How can I help you? How can your VP help you? How is your team? Any concerns?

Mentee can identify risks, difficulties or stress s/he is facing in the next few weeks and plan with mentor way to minimize them.

Timeline for Mentors

Fourth Meeting:

This meeting will happen at least 8 weeks in since the new members joined AIESEC. This meeting can be competency based. The mentee can pick three areas they want to grow in, and they mentor can help develop them in those areas. You can also talk about personality/leadership styles. The mentee could fill out a Myers Briggs assessment to learn more about themselves and what that means. The mentor and mentee can also discuss career development goals and how AIESEC is helping them build their career.

Timeline for Mentors

Timeline for MentorsFifth Meeting:

This may be your last mentoring meeting being at least 10 weeks in since new members joined. Members can fill out closing assessments and reflect on the semester. This meeting should be really special and a good way to have closure to a good mentoring experience.

What has been your most memorable moment in AIESEC this semester? Have you enjoyed being in AIESEC? What are your plans for next semester? Do you want to stay on the same team or switch teams? Any leadership roles that you want to take on? How has been this mentoring experience for you? Was there anything I could have done better as a mentor?

General Information

• Every time a mentor meets with the mentee, they fill out a meeting form on Podio of what they talked about in the meeting, when they met, what they did, and any concerns that were brought up so that either the VPTM or Member Development Coordinator can track the meetings.

• These meetings are to be conducted at least bi-weekly one-on-one, but you can have more meetings if you’d like. You can also have meetings with all of your mentees hanging out together if you are still conducting one-one-one meetings with each of them.

• The Member Development Coordinator or VPTM will meet with the mentors once a month to track their progress as well as attend the EB meeting once a month (or often as needed) to bring up concerns.

Fun activities to do with Mentor/Mentee

• Get coffee• Go to lunch or dinner together• Mall• Movies• Hiking• Have a picnic• Bowling!• Arcades• Ice cream• Game night• Go to the football game• Concert• Videogames• Bake/cook together• A night in the town!

Conversation Starters Bring in a favorite quote Bring in a cartoon Role models/ How that has affected us? Exchange funny jokes/stories Hobbies/ Interesting facts about yourself Life experiences that have shaped you the most Play any instruments? If you could meet anyone in our past history, who would it be? Favorite movies/bands/songs? Worst vacation experience? Where do you want to travel to? What is your most embarrassing moment? What is the craziest thing you've ever done? What are some of your short-term goals? What are some of your long-term goals? If you could live anywhere in the world, where would it be? Biggest celebrity crush? What would you do if you only had 24 hours left to live?

Resources for Mentors

Johari WindowJohari Window: Map your personal awareness; You can your mentee can

take the test together at this website.

Click to view

Myers Briggs Personality Test

Click to view

Career/Personality TestClick here to view

Color Personality TestClick here to view

Other TestsClick here to view

Additional resources

Have Questions?Contact Liz Mnatzaganian- Team Member Program Coordinator-TM NST.

Liz implemented this mentoring program at AIESEC Appalachian. You can contact Liz to learn more about how to implement this program and the success stories from it at tmp.manager1@aiesecus.org

Published: Nov. 13th, 2013