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The purpose of this orientation is to ensure that mentors are knowledgeable about the structure of the program and comfo

The purpose of this orientation is to ensure that mentors are knowledgeable about the structure of the program and comfortable with their roles and responsibilities. TOPICS FOR DISCUSSION. Welcome and Introductions. Program Overview. Definition of the mentor/protégé relationship.

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The purpose of this orientation is to ensure that mentors are knowledgeable about the structure of the program and comfo

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  1. The purpose of this orientation is to ensure that mentors are knowledgeable about the structure of the program and comfortable with their roles and responsibilities.

  2. TOPICS FOR DISCUSSION • Welcome and Introductions • Program Overview • Definition of the mentor/protégé • relationship • Functions of a mentor • Getting Started

  3. TOPICS FOR DISCUSSION • Establishing Expectations • Setting Goals • Agreeing on a Plan

  4. Mentoring is a voluntary relationship in which the mentor serves as: • Advisor • Advocate • Friend

  5. Mentoring is a two way relationship that is unique because: • The mentor and protégé are both volunteers • The mentor, although senior, has no formal authority over the protégé

  6. Listening • Teaching skills • Acting as an advocate • Giving exposure to opportunities • Increasing protégé’s visibility

  7. Advice • Access • Advocacy

  8. Advice • Begins with listening • Help protégé make decisions, don’t make decisions for them • Give “how-to” advice on practical matters • Don’t give personal advice: listen and let the protégé talk through a problem

  9. Access • Connect protégé with people or resources that might not otherwise be available • Introduce protégé to colleagues • Show protégé how to find • information on colleges, • scholarships, jobs

  10. Advocacy • An advocate speaks on behalf of a protégé • As an advocate, the mentor links his reputation with the protégé’s • Advocacy is earned over time

  11. Self-Assessment of: • Motivation • Expectations • Background • Assets • Limitations • Fears

  12. Why did your mentor devote his/her time to YOU? • He saw my potential • She saw my untapped potential • He identified with me • She saw some positive things we could work on to our mutual benefit • I was eager to be a protégé

  13. Agreeing on a Plan • Frequency and structure of meetings • Tasks to be accomplished • Target dates

  14. Do: • Listen actively • Show respect • Give honest feedback • Model appropriate behavior • Be realistic and dependable

  15. Do: • State clear expectations • Maintain confidentiality • Let your protégé know what you're gaining from the relationship • Learn from your protégé • Start and end on a positive note

  16. Do: • Help your protégé discover the nature of his/her genius • Have fun

  17. Don’t: • Intimidate protégé • Jump to conclusions • Sugar-coat negatives • Act preoccupied • Promise what you can’t deliver

  18. Don’t: • Give personal advice • Reveal confidences • Ignore cultural or ethnic differences • Assume what works for you will • work for everyone • Put off meetings

  19. Don’t: • Cancel meetings repeatedly • Assume responsibility for protégé’s success • Rush the process

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