nwpw institute mentorship program 2015oregon.apwa.net/content/chapters/oregon.apwa.net/... ·...
TRANSCRIPT
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Northwest Public Works Institute
Mentorship
Program
February 2015
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Thank You!!
• Importance of your role as a mentor
• Average age of APWA member in leadershippositio n is 55
• There is a potential brain drain if thecurrent leaders retire soon
• You will influence the next generation ofleaders. Awesome!
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Agenda
• Introduction and Preliminary Information
• Be Aware
• Keep it Simple
• Your Tools
• Mentoring
• The Mentoring Process
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Be Aware
• Share enough personal information to makea connection
• This is a primarily professional relationship
• Remember your human resources skills
- Religious
- Political
- Life-style
• You hold a position of power
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• Mentoring is a conversation between two
professionals
• It should be fun and relevant
• Your role is to
- ask and answer questions
- share stories
- provide feedback
Keep it Simple
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Keep it Simple (cont.)
• The strategy is to carefully move the
mentee from knowledge to application
• The goal is to support and guide thementee as he or she develops and implements a professional development plan
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� Mentor Handbook
� Professional Development Plan
(PDP)Template
� Mentor Knowledge Base - your stories and
stories from others in public works and
leadership
Your Tools – The Documents
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Mentor ing (Mentor Handbook)
• Mentor Role, Responsibilities, and Expectations
• Mentee Role, Responsibilities, and Expectations
(Summary at the end of this slide show for your
convenience)
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Mentors should possess very specific knowledge, skills, andabilities aligned with public works, including:
• an ability to maintain confidentiality in the mentoringrelationship
• organizational knowledge
• sense of personal power
• strong interpersonal skills
• strong leadership skills
• technical competence
• willingness to be supportive and patient
Mentor ing (Mentor Handbook) (cont.)
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Why ?
• Rigor/Relevance Framework
• Dr. Benjamin Bloom – Cognitive Model
• Dr. Willard R. Daggett – Relevance Model
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The Rigor/Relevance Model
• Bloom's Taxonomy
• Daggett’s Relevance Continuum
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Dr. Benjamin S. Bloom's Taxonomy
Continuum Application to Public Works
� Can recite policy. Knows safety rules.
� Can state the policy in one's own words. Can give examples.
� Applies policy or safety rules.
� Proposes a change to an existing policy.
� Judges options or policies.
Application
Synthesis
Evaluation
Knowledge
Comprehension
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.Dr. Willard R. Daggett’s Application Model
• Knowledge in one discipline
• Apply in one discipline
• Apply across disciplines
• Apply to real-world, predictable situations
• Apply to real-world, unpredictablesituations
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The Rigor/Relevance Framework
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• Ask and answer questions
• Provide feedback
• Carefully move mentee from knowledgeto application
Remember: Keep It Simple
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Oregon Leadership and Management Committee Role
� Monitoring progress within the program
� Identifying mentors
� Training mentors
� Matching mentees with mentors
� Evaluating program
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Getting Started!
1. Get acquainted
2. Discuss your overall program goals
3. Create a Professional Development Plan (PDP)
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Technical Suppor t:
Questions and Comments?
. .
• E-mail or call Mark Schoening
• 541-682-5243
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Thank you!
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Mentor Handbook Summary
• Please read the handbook
• Use your Tool Kit
• Use these slides when you need to review
prior to a conference call!
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Mentor Roles, Responsibilities,
·and Expectations (Mentor Handbook)
• Act as a sounding board for the mentee’s ideas,
goals and aspirations, and instill an impetus
for action toward achieving them.
• Agree to act as a mentor, which is a
commitment to teaching, guiding, and training.
• Assist in developing and monitoring the
mentee’s PDP.
• Assist the mentee in setting developmental
goals and plans to achieve them.
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Mentor Roles, Responsibilities,
·and Expectations (cont.)
• Be available to discuss problems and
concerns of the mentee as they occur.
• Communicate with the mentee regularly.
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Mentor Roles, Responsibilities,
·and Expectations (cont.)
• Discuss work-related concerns that impede
performance or career growth.
• Guide the mentee to the completion of the
professional development plan.
• Identify developmental objectives that are specific,
measurable, achievable, result-oriented, and within
a specific timeframe.
• Maintain confidentiality within mentoring
relationships.
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Mentor Roles, Responsibilities,
·and Expectations (cont.)
• Meet (or connect) with the mentee at least once a week, and plan to spend an average of four hours a month working with the mentee.
• Provide advice, coaching, and/or feedback to the mentee on a regular basis.
• Provide developmental feedback to the mentee.
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Mentor Roles, Responsibilities,
·and Expectations (cont.)
• Provide advice to the mentee on issues related to his/her career development.
• Provide feedback to the mentee regarding his/her strengths and developmental needs.
• Provide objective and honest feedback.
• Reach agreement with the mentee on a schedule of regular mentor/mentee meetings.
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Mentor Roles, Responsibilities,
·and Expectations (cont.)
• Reach agreement with the mentee on a PDP.
• Share organizational knowledge gained from
personal experience.
• Work with the mentee to identify developmental
goals.
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Mentee Roles, Responsibilities, andExpectations
• Accept responsibility for completing requirements of his/her current job, as well as PDP.
• Acknowledge that career development can be achieved through a process of intentional planned experiences and assignments.
• Be open to new discoveries and possibilities that will result in a higher level of potential.
• Be willing to discuss with their mentor developmental problems and concerns as they occur.
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• Collaborate with his or her mentor to identify competency strengths and weaknesses.
• Demonstrate a willingness to commit to the mentoring process.
• Desire to be a mentee, which means being receptive to learning and developing a learning relationship with a mentor.
• Develop a PDP that identifies objectives and necessary training.
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Mentee Roles, Responsibilities, and
Expectations (cont.)
• Discuss ideas, goals, aspirations and a plan for action with his or her mentor and supervisor.
• Initiate and communicate expectations regarding the mentoring relationship.
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Mentee Roles, Responsibilities, and
Expectations (cont.)
• Maintain confidentiality within the mentoring relationship.
• Meet with the mentor on a regular basis as established by the mentoring agreement.
• Participate as an active listener when receiving feedback.
• Participate in open and honest discussions with the mentor.
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Mentee Roles, Responsibilities, and
Expectations (cont.)
• Reach agreement with the mentor about the schedule of regular mentor/mentee meetings.
• Seek advice from his or her mentor on norms and expectations.
• Seek feedback from his or her mentor and others regarding the mentee's strengths and additional developmental needs.
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Mentee Roles, Responsibilities, and
Expectations (cont.)
• Take initiative and be proactive in his or her own career development.
• Work with the mentor on networking at all position levels within the program and gettingintroductions to others who might be able to help with advice, knowledge, etc.
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The End
and
The Beginning!
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