Module III: ABC Mentoring Plan

Summary

This module provides valuable insights on effectively mentoring Globers, emphasizing the importance of engaging with mentees through 1:1 meetings and meaningful conversations. It guides mentors in adapting their approach based on the mentee’s career stage and needs. Key topics include building trust, empathizing with challenges, designing personalized career plans, and tracking progress through platforms like StarMeUp and MyGrowth. The course also explores the Promotions & Readiness Model, potential processes, and how mentors can support career transitions. By following best practices and leveraging available tools, mentors can significantly impact their mentee’s professional growth.

Takeaways

• 😀 Mentoring is a dynamic process that evolves as the mentee progresses through their career, with the frequency and responsibility of meetings changing over time.
• 😀 For junior mentees, the mentor takes more ownership of the meetings, whereas for senior mentees, the responsibility shifts toward the mentee.
• 😀 Conversations should be tailored to the mentee's current career stage, with some topics relevant for juniors (e.g., personal goals) and others only for senior mentees (e.g., mentoring or gatekeeping opportunities).
• 😀 Building trust with the mentee through open, friendly conversations is key in the first 1:1 session, setting the tone for the mentoring relationship.
• 😀 The first meeting should involve both the mentor and mentee sharing personal details to establish rapport and trust, while ensuring the mentor also opens up about themselves.
• 😀 Meaningful conversations are important in mentoring, and the mentor should create a safe space that encourages open, honest discussions about both personal and professional topics.
• 😀 Career mentors should listen empathetically to their mentees, offering support and feedback without rushing to provide solutions, especially when the mentee is facing challenges.
• 😀 Once the mentee's challenges and goals are identified, the mentor should guide the mentee through concrete steps to address those goals and track progress using available tools like MyGrowth.
• 😀 It is essential for mentors to track the mentee's progress, establish concrete plans, and regularly review the mentee’s career objectives and missions.
• 😀 The mentoring process also involves understanding the mentee’s readiness for growth, providing relevant feedback, and utilizing tools like StarMeUP and MyGrowth to track development and progression.
• 😀 As a mentor, you play a crucial role in supporting the mentee through career transitions, promotions, and new projects, while ensuring alignment with company values and objectives.

Q & A

What is the key focus of Module 3 in this course?

Module 3 focuses on helping you outline a mentoring plan and engaging effectively with your mentee through different stages of their career.

How does the frequency and ownership of 1:1 meetings change as the mentee grows?

As the mentee advances in their career, the ownership of the 1:1 meetings shifts from being primarily with the mentor to the mentee. Similarly, the frequency of meetings decreases as the mentee becomes more independent, especially at senior levels.

Why is it important to adapt your mentoring approach to the mentee’s career stage?

Adapting your mentoring approach ensures that the discussions and support align with the mentee's current role, goals, and growth stage, allowing for more relevant guidance and development opportunities.

What should be the main focus when starting the first mentoring meeting?

The main focus should be to build trust and understand the mentee’s background, current role, and personal interests. This sets a foundation for the mentoring relationship.

What is an essential aspect of conducting Meaningful Conversations with a mentee?

Creating a safe and open space for the mentee to express themselves is crucial. The conversation should focus on mutual learning, goal setting, and creating actionable plans.

How can a mentor help a mentee who is feeling demotivated about their project or career?

The mentor should listen empathetically, acknowledge the mentee’s feelings, and work with them to explore solutions, such as discussing alternatives within the project or portfolio, and ensuring they feel supported in their career goals.

What is the Delta Formula for Career Growth, and how does it help mentors?

The Delta Formula for Career Growth helps mentors create a structured plan by setting goals, aligning missions, and tracking progress through tools like StarMeUp and MyGrowth, ensuring mentees’ continuous career development.

What steps should be taken when a new mentee is assigned to a mentor?

When a new mentee is assigned, the mentor should send an email to inform their Experience and Technical Leaders, request feedback, set up regular sync-ups, and guide the mentee through self-assessments and career growth missions.

What role does the Career Mentor play when the mentee is in DOJO?

The Career Mentor’s role in DOJO is to support the mentee in becoming a good fit for the company by identifying skill gaps and providing opportunities to close them, ensuring the mentee can progress in their career.

What is the Promotions & Readiness Model, and how should mentors utilize it?

The Promotions & Readiness Model helps assess a mentee’s readiness for promotion by evaluating performance, skills, and time in the role. Mentors should use this model to guide their mentee’s growth and determine when they are ready for a promotion.