7 Steps to Mentoring Success

The Training Connections (TTC) mentoring process is a comprehensive,

systematic approach to formal mentoring. Implemented in scores of private
and public organizations, TTC has a highly successful track record for helping
individuals grow while enabling organizations to meet strategic goals. The
mentoring process is based upon the following key design principles that
function together to create a strong, highly effective, and sustainable
mentoring program.
Key Design Principles
Relevance: The program is designed specifically to meet the unique
requirements of the organization and its employees.
Top management support: Senior leaders recognize the importance of the
mentoring program, and visibly demonstrate their support through their
words, actions and resources over the short and long term.
Systematic matching: Carefully constructed processes are used to select and
match mentors and mentorees.
Role clarity: Mentors and mentorees roles and responsibilities are clearly
defined and mutually agreed upon.
Variety: Mentorees experience a wide range of learning activities and
environments.
Technology: Mentors and mentorees use the Internet to streamline and
manage the administrative details of their mentoring partnerships.
Evaluation: Processes are implemented to continually evaluate and refine the
program and its components.




7 Steps for Mentoring Success
This model serves as a foundation to help you design and implement a
successful formal mentoring program that is customized to meet your
organizations unique needs and culture. The strategies for building a formal
mentoring program are the same whether you are designing a program for six
partnerships or sixty.
The Mentoring Connection Planning Process:
STEP 1: Plan the programs purpose and design.
STEP 2: Identify potential mentors and mentorees.
STEP 3: Facilitate a joint orientation (mentor, mentoree, supervisor).
STEP 4: Match mentors and mentorees.
STEP 5: Provide mentoring training and tools.
STEP 6: Implement the mentoring plans and agreements.
STEP 7: Evaluate and track the progress and redesign as necessary.
Step 1: Plan the program purpose and design.
A carefully-selected group of stakeholders, or Mentoring Design Team, meets
to design and develop program objectives, guidelines, and action plans based
on the specific needs of the organization. The Mentoring Design Team
produces a Mentoring Plan, which outlines the sequence of events necessary
to implement the program. The Mentoring Plan addresses how the
organization will approach each of The Mentoring Connections core design
principles described in Table 1. For example, it will need to answer the
following:
How mentoring can help the organization meet its strategic goals.
How top management support will be achieved.
How mentors and mentorees will be selected and matched.
What will be expected of mentors and mentorees.
What learning experiences will be available to participants.
How the overall program will be evaluated and refined.
It also identifies the program support structure, and outlines roles and
responsibilities of a Program Champion, Program Coordinator and the
Mentoring Design Team.
Step 2: Identify Potential Mentors and Mentorees.
The success of any mentoring program depends on the careful recruitment and
selection of mentors and mentorees. Using specific criteria developed in the
Program Design (Step 1), the Program Coordinator and Mentoring Design
Team utilize web-based tools to recruit volunteers to participate as mentors
and identify mentoree candidates.
Step 3: Facilitate a Joint Mentor-Mentoree-Supervisor Orientation.
Sponsoring a joint orientation workshop will help mentors, mentorees and
supervisors to understand the concept and process of mentoring. A joint
orientation process includes information about the history of the program,
goals, roles, responsibilities, and program support structure. In addition, the
orientation explains the matching process and offers participants
characteristics to look for in a mentor or mentoree.
Step 4: Match Mentors and Mentorees.
The Program Coordinator and Mentoring Design Team will implement the
matching process designed at the programs outset. Every effort will be made
to match mentorees with mentors who can best support their developmental
needs.
Step 5: Provide training for mentoring program participants.
A great way to kick off the formal program is with a two-day workshop that
gives mentors and mentorees the training and tools they need to engage in
successful mentoring relationships. The workshop provides mentors with the
right mix of coaching skills that will help them share their wisdom of
experience. Mentorees, too, receive training that will enable them to take
advantage of this mentoring opportunity and encourages them to assume an
active role in advancing their career. This workshop marks the beginning of the
formal mentoring relationship. Early products of this relationship should be a
Mentoring Agreement, which outlines how the partners will work together,
and a Mentoring Action Plan, which outlines the mentorees learning goals and
activities.
Step 6: Implement the mentoring process.
Mentors and mentorees will then implement their Mentoring Agreement and
Mentoring Action Plans. Learning activities usually include both classroom
training as well as more experiential activities such as special projects and self-
study. It is recommended that the Program Coordinator check on the
mentoring partnerships throughout the year by providing periodic progress
reviews, mentoring forums and one-on-one personal contacts.
Step 7: Evaluate and track progress.
There is great benefit in having mentors and mentorees participate in two
progress reviews: one at mid-point and one at the end of the program. These
reviews give participants the opportunity to ask questions and share their
challenges and success stories. This kind of information also allows the
program coordinator to make any mid-point or program-end adjustments that
will enhance current or future programs.
The bottom line
Successful organizations are revolutionizing the way they are developing their
employees. They are moving away from traditional training approaches that
rely on formal classroom training alone and are creating conditions where
learning happens continuously through a variety of developmental experiences
and mentoring partnerships.
Dynamic Mentoring Connections
Introduction:
Mentoring is a dynamic process designed to unleash the potential of employees. Built on mutual
respect, trust and the sharing of ideas and experience, mentoring plays a critical role in career
development. As organizations adapt to dynamic environments, traditional training methods may
not keep pace with the complexity and diversity of todays landscape. Those who cannot adapt
and learn quickly will not prosper.
Dynamic Mentoring Connections is designed to build a legacy of knowledge throughout the
organization. It moves the mentoring partnership from the informal to the formal and combines
the key elements of relationship building with a well thought-out plan for individualized
development.
Through personalized information generated from the TTI Success Insights software,
participants have the opportunity to immediately increase their knowledge of self and others. TTI
Success Insights reports clarify individual work styles, how styles effect job performance and
how the mentor and mentoree can work together to build on strengths and overcome
weaknesses.
Benefits:
Dynamic mentoring
Creates a learning organization that continually adapts and improves its performance to
meet the needs of demanding and informed customers.
Improves communications, strategic planning, job satisfaction and cross-training.
Provides employees with an opportunity to assess their potential and place themselves in
roles where they can thrive.
Fosters career, organizational and personal growth.
Pre-course Work
Each participant will receive a TTI Success Insights assessment to be completed on-line 10
days prior to the Dynamic Mentoring Connections workshop.
Introductions and Orientations
Define dynamic mentoring and explore why mentoring is an essential tool for career
and organizational development.
Explore the difference between informal and formal mentoring.
Explore the benefits of mentoring.
Clarify the mentoring program goals and objectives.
Building Effective Mentoring Partnerships
Discuss productive mentoring relationships and how to keep them on track.
Learn how a persons DISC behavioral style can help or hinder the connection between
mentor and mentoree.
Learn how to blend DISC behavioral styles for improved mentoring relationships.
The Mentoree's Role
Set career goals and make wise career decisions based on these goals.
Assess skill level in three key areas: building relationships, demonstrating expertise and
navigating the organization.
Explore the pivotal role of the supervisor.
Understand strengths and weaknesses.
Identify education and training needs.
The Mentor's Role
Understand strengths and based on these strengths how to share his/her wisdom of
experience.
Understand the four stages of a mentoring conversation.
Build 5 key skills for mentoring success: strategic questioning, skillful listening, wisdom
sharing, productive feedback and designing valuable developmental experiences.
Provide developmental opportunities that grow andgroom a seasoned workforce.
Sustaining Momentum
Explore the rules of trust, respect and confidentiality.
Identify planning strategies for long distance mentoring.
Develop a Mentoring Action Plan based on the individual needs of the mentoree.
Develop a mentoring agreement on the logistics of the mentoring process.
Trouble-shooting tips and techniques.
Materials:
Participants will receive practical, easy-to-use mentoring guides for use during the training
program and for on-going career counseling and career planning. Through personalized
information generated from the TTI Success Insights software, participants have the
opportunity to immediately increase their knowledge of self and others. TTI Success Insights
reports clarify individual work styles, how styles effect job performance and how the mentor and
mentoree can work together to build on strengths and overcome weaknesses.
The Keys to Mentoring Success
Introduction
Many of the most successful public and private organizations are those that have come to the
realization that investing in their own people will reap the biggest returns. Scores of organizations
worldwide have implemented innovative and dynamic mentoring programs. These professional
partnerships have not only proved to boost morale within the organization, but have also
increased productivity and efficiency.

The purpose of this program is to provide mentoring Program Coordinators with a detailed
roadmap for implementing their own formal mentoring program. Mentoring practitioners will
explore, in depth, the principles and processes for planning, designing and executing a
successful mentoring program in their organizations.
Benefits
Creates a supportive environment to transfer knowledge from one individual to another.
Enhances the culture of continuous learning and growth where people can live and work
to their full potential.
Offers mentors the personal satisfaction of giving back to the organization and passing
along their legacy.
Objectives
Building Strong Mentoring Programs and Relationships
Explore the difference between informal and formal mentoring.
Learn how to identify, select, and match mentoring program participants.
Explore mentoring evaluation criteria and learn how to keep mentoring program
programs and participants on track.
Discuss the use of Mentoring Action Plans (MAPs) and Mentoring Agreements.
Supporting the Mentoring Process
Build organizational support at all levels.
Clarify the supervisors role in an informal mentoring process.
Learn how to honor the integrity of the mentoring program.
Explore tips and techniques for maintaining accountability and sustaining momentum.
Materials
Participants will receive a book entitled Keys to Mentoring Success.
Making an Impact in Your Career
Introduction
With todays increased outsourcing causing downsizing and reorganization, employers are
looking for ways to better utilize their employees talents while empowering them to take charge
of their own careers. The most effective process for career growth is through enhanced training
in career development and planning. Research has found that when individuals are actively
involved in establishing their career plans, they are more productive and feel more in control of
their destiny.
Making an IMPACT helps employees (and those seeking employment) clarify their career
objectives and develop realistic action plans to achieve them. Participants will have an
opportunity to look at their total package of marketable skills and target developmental
opportunities within their current jobs and/or explore career mobility options. They will build
effective skills portfolios and identify the natural strengths they have to offer. Success and job
satisfaction come easier when the work they do matches their natural behavioral style, skills and
interest.
Benefits
Employees can no longer look to the organization for long-term job security- they must position
themselves for long-term employability. Long-term employability means no longer thinking of
oneself as a job description but as a package of marketable skills that can be transferred from
one job to the next. It means keeping job skills competitive and being willing to reinvent, retrain,
andrespond to the new workplace.
To meet this challenge employees must have access to career development systems that help
them develop the skills demanded by the change of pace in their organizations. Making an
IMPACT will create a climate where employees take responsibility for their own career
development.
The Format
Making an IMPACT is as a progressive approach to career development which is presented in
five 1/2-day workshops. Each workshop builds on the previous session. A brief overview of each
workshop is as follows:
WORKSHOP #1: TAKE CHARGE OF YOUR CAREER
Complete a career assessment package.
Explore career strategies - the environment, the challenges, and the rewards.
Introduction to the career "gap planning" process.
Phase 1: Know Yourself
o Understand natural strengths, and ideal work environments.
o Prioritize strengths, skills and functional competencies.
o Explore past accomplishments and times of peak performance.
Phase 2: Target Career Opportunities
o Explore career interests and career mobility options.
o Target career opportunities and conduct informational interviews.
o Utilize an effective system for setting realistic and motivating career goals.
Phase 3: Create a Plan for Development
o Identify career limitations and strategies for overcoming obstacles.
o Understand the purpose of a career development plan.
o Discuss examples of developmental opportunities: informational
interviewing,mentoring resources, networking, formal training, self-study,
shadowing, work observation, field & developmental assignments.
WORKSHOP #2: JOB SEARCH STRATEGIES
Explore methods of conducting research and informational interviews on job market
targets, trends and opportunities.
Learn networking strategies and techniques for launching a successful PR campaign.
Build excellent job search habits: organization, motivation, and implementation.
WORKSHOP #3: WRITING RESUMES AND COVER LETTERS
Review the most popular resume formats: chronological, functional, and electronic.
Learn the key components of an effective resume and cover letter.
Explore tips on how to "showcase" your strengths and give measurable results.
WORKSHOP #4: INTERVIEWING STRATEGIES
Explore the various "stages" and "types" of interviews.
Learn how to make a positive first impression and quickly achieve rapport.
Review the five most often asked interview questions.
Learn how to respond to open-ended questions and present yourself as a problem-
solver.
Learn how to turn the interview into an offer.
Materials
Each participant will receive a resource manual for use during the course as well as on going
career planning and career mobility. They will also receive a Career Planning Insights
computer-generated report. Based on individual's responses to the career planning assessment
package, their personalized report will detail:
Personal Characteristics
Personal Strengths
Basic Needs
Adapted Style
Present Goals
Present Wants
Ideal Environment
Checklist for Communicating
Strengths and Weaknesses
Work Environment
Success Insights Graphs
The Success Insights Wheel
Job Indicator
TTC Delivers Results
The Training Connection's comprehensive system goes beyond career planning and into how to
package and market oneself to prospective employers. It provides a step-by-step process to help
participants prepare convincing and appealing presentations both verbally and in writing.


Career Assessments
TTCs on-line career assessment tools are quick and easy to use and include a Personal Report with customized feedback and score-
based recommendations. Our family of career assessment tools may be used individually or in combination with TTCs Strategic Career
Management training programs.
Career Planning Insights
A series of career assessment tools designed to help employees plan career decisions and move forward with those changes.
The Career Planning Insights report clarifies job expectations, uncovers the sources of stress experienced in past or present
positions, and analyzes the individuals perception of their ideal job. In addition, a personalized Successful Career Planning
report provides a list of those occupations that require behavior closest to the respondents natural behavioral style.
The Success Triangle
This 360/multi-rater assessment is designed to identify the employees developmental needs in 15 skill clusters. Each Success
Triangle set includes nine surveys that are completed by the employee, the immediate supervisor, and a collection of the
participants superiors, peers and direct reports.
Personal Interests, Attitudes and Values
A values assessment instrument that helps the individual to identify and clarify the motivating factors and driving forces behind
their decisions and actions.