Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

How to Become a Mentor

•
•
Pablo Junco
Pablo Junco

Presentation delivered by Pablo Junco to the HOLA Community at Microsoft. The objective was to provide guidelines to people how want to become a mentor (or improve their skills as mentor. HOLA stands for Hispanic & Latino Organization of Leaders in Action. HOLA provides professional development and networking opportunities for members and allies of the LatinX and Hispanic communities.

1 of 27
So, You Want to Be Mentor HOLA LATAM – South Florida Wednesday, January 19, 2022
Learning Objectives • Describe the role of a mentor • Prepare yourself for mentoring • List the stages of mentoring • Familiarize with the skills required to be a mentor • Discover few mentoring hints • Share my own experience (still learning) • Connect mentors and people willing to became a mentor
Born in Cuba (18 years) Dutch Nationality Spanish Professional - & more - Culture (22 years) Temporally Living in USA (5+ years) 1997 My first job as Software Engineer Bachelor's of Computer Engineering 2000 SPAIN (Sr. Consultant → ITAP → Digital Advisor → Global ATS/CTL) → CORP (Dir. BPM Azure Apps) → LATAM (MCS CTO → STU D&AI) 1998 – 2005 EDS (Software Engineer, Senior Consultant → Team Leader → Technical Director) My journey started at Microsoft 2005 Coffee Lover Cooking Coaching Biking Trekking Swimming Diving Married w/ Two Children Hola, I’m Pablo
Technology is my Passion https://www.linkedin.com/in/pablojunco/ My INSIGHTS® Profile My DiSC® Profile My Leadership Style (still learning & evolving)
Mentor A person who gives a person who wants to learn guidance and advice on career choices, decisions, and goals ​​​​​​​over a period of time
“ A mentor is someone who allows you to see the hope inside yourself. A mentor is someone who allows you to know that no matter how dark the night, in the morning joy will come. A mentor is someone who allows you to see the higher part of yourself when sometimes it becomes hidden to your own view. ” Oprah Winfrey American talk show host, television producer, actress, author, and philanthropist.
Task Support Introductions to others help grow their network, honest feedback Peer Support Cheerleader for them, encouragement, helping affirm something is right Serve as role model Behavior, success, technical expertise is deemed a success Mentoring two-way street You’re giving so you want something back too, maybe to become a better leader or enhance leadership skills What is Mentoring?
Requirements for mentoring relationship Trust Collaboration Guidance for both mentor and mentee
Essential factors in a successful mentoring relationship a defined goal a well-matched pair
Mentoring doesn’t have to be… a monogamous relationship your responsibility to fulfil your mentee needs all the time you driving meeting appointments you doing all the work you giving all you have uncomfortable having all the answers constantly problem solving help to change jobs
If you want to be a mentor, then  Remember what it was like for you having a mentor, and always try to put yourself in the other person place  Don’t wait to have a mentee, start by offering your perspective and feedback to your co- workers  Get ready to learn from the other person (mentoring isn’t about us)  Try to engage on a long-term relationship (6 – 12 months)  When you find a mentee (or she/he find you), make sure you are compatible with her/him and ensure she/he is committed and available  Get ready to treat your mentee like a research project (be curious)  Make sure you don’t enter troubleshooting mode immediately. Instead focus developing capabilities/skills and the root of the problem.  Be prepared to give feedback to their manager on how they are doing, additional training they might need, etc.
Benefits of mentoring Leadership skill development Practice the art of asking questions and delivering feedback Becoming a good listener Exposure to new and different perspectives Growing a personal network Supporting and helping another person while learning from her or him Improve goal-setting Learn from other's experiences Increased self-confidence and self-awareness Learn to ask good questions Increased chance of growing in a role and even a promotion For Mentors For Mentee X X X X X X X X X X X X X X X Develop strong communication skills X X
Nine (9) stages to mentoring When to connect and how frequently What topics you will address Clear about communication channels High quality connect Connect with them Breakdown the status bubble Be a real person Tell them about your learning moments Make them comfortable Tell them success and failure stories Honest feedback Tough love Be encouraging but be open, honest, RESPECTFUL Agree on a process Goal/Skill Clarity Be proactive Be Authentic Probe with Questions Take a mentor yourself Improve your own mentoring technique Study your own role model Making Connections Get a Mentor Expand their world Join groups you belong to Networking Make introductions Identify people who will be good for them Actively listen Find the gaps Listen more talk less Have you made progress? Has the relationship been successful for both? Don’t let relationship go flat 1 Clear define your goals with timelines What skill set is needed to achieve the goals 2 3 4 5 6 7 8 9 Be Frank Check Up
Introductory Meeting Discovery • What general type of mentoring are your mentee looking for? • Why your mentee want a mentor? What are her/his goals? Why it is important to her/him? • What do she/he hope to get out of the mentoring? What are her/his expectations? • What kind of feedback or assistance are your mentee looking for? What type of feedback works best for her/him? Knowing each other / Looking forward • Dedicate time to understand the Individual (i.e., professional drivers, career aspirations, behavioral style – DiSC profile –, learning style, etc.) • Discuss her/his career development plan • Share your own mentoring story (as a mentee) • Suggest a framework to work to
Getting a DiSC Profile to understand yourself and your mentee better The following steps are suggested ways to leverage the DiSC assessment and other free resources on the web as expert analysis requires a nominal fee. Step 1: Visit either of the following websites to obtain your DiSC profile result. It should take about 10 min to complete the survey: • https://www.123test.com/disc-personality-test/ or • https://www.onlinepersonalitytests.org/disc Step 2: Use the following chart to understand your dominant behavior style and non- dominant behavior style. Note: If used in a team setting, put each team member’s dominant style on the chart. Step 3: Check your own personality style based on the 25 personality styles by DISC. E.g. If you are D and I dominate, then your style is DI – Concluder. http://www.movedbypurpose.net/wp-content/uploads/bsk-pdf-manager/3_25- Personality-Styles-based-on-DISC.pdf Step 4: You can ask your mentee, close friend, partner, or long-time acquaintance to see if the personality style accurately describes yourself. Will this be the style you prefer others to, see? Make necessary changes to give more focus in other styles of behaviors. As example, a dominant people can benefit from being more supportive to people surrounding them and being more sensitive to others. Click here to read Pablo Junco’s DiSC Profile
Example of advices given by my previous mentor “ Discover what you naturally do best, to maximize your potential. ” “ Identify your weaknesses and partner with people with strengths in the topic. ” “ Invest time in being an open book to other people. Transparency creates trust. Trust creates velocity. ”
Skills discussion Skill Short Description Perceived as Positive or Negative Top 10 Skills (5 positive and 5 negative) Be curious while you continue with the discussion and truly understand the individual • Why was a skill categorized as negative or positive? • When a skill can be a good tool in the opposite situation (i.e., if negative, when turns to positive) • Which as the ways to improve the skills? To build trust, share your own experience
How to Become a Mentor
Tips to have a Productive Mentoring Session BEFORE • Mentee sends over a session agenda including their desired discussion areas, outline of current challenges, key progress updates, and any leftover actions from the last session. • If relevant, the mentor can add any topics or points to the agenda and send it back, so that everyone is aware of the key focuses beforehand. DURING • Check in • Decide on a main focus • Review actions from last session • Explore challenges • Create a plan • Reflect on • Actions for next • Book next session AFTER • Mentee sends a follow up with the key takeaways from the session, the list of actions, and the details of the next session. • Mentor can respond with any relevant information or links to resources that were discussed in the session that may help the mentee.
• What’s the problem being solved? • What do you want to achieve? • SMART (Specific Measurable Achievable Realistic Time-Bound) GOAL REALITY OPTIONS WAY FORWARD • Where are you now in relation to your goal? • What progress have you made in achieving your goal? • What barriers are there? • How can you close the gap between reality and your goal? • Have you overcome similar problems before? • Pros and cons list • What behaviors need to change? • What commitments do you need to make • What actions do you need to achieve this G R O W The GROW Model
The GROW Model | Questions to drive the discussion • Where do you want to be? • Describe in detail what your ideal end point looks like • List some specifics about variations of that end point • In a scale on 1 to 10 (10 being best) how hopeful are you that you reach the end point • What are sub goals that accompany the big goal? GOAL • Where are you right now with this goal? • What strengths can you use to achieve your goal? • What assumptions do you have about reached your potential? • What obstacles are you facing? • What strengths are available to help you take steps toward your goal? REALITY • What are some of the options to reaching your goal? • Which choice energizes you most • If money was no object, what would you do • How do you want to progress OPTIONS • What is your first step forward? • What are the sub steps that need to be taken? • When will you know you’ve reached your goal? • How will you be held accountable • Who needs to be included in your process? • How will you celebrate your wins? WAY FORWARD
Being a great mentor • Be honest about yourself • Show honesty and transparency • Ensure you have the time • Listen, think and respond • Set goals and objectives • Keep learning • Keep networking • Set parameters and boundaries Perhaps saying sorry I’m not the right mentor for you Be prepared to disagree constructively Be available and don’t clock watch during your meetup Don’t be scared to say ‘I don’t know’ By X we will have worked together to achieve Y Keep up your own learning Keep a fresh strong people network When is it OK to communicate, how often?
MICROSOFT CONFIDENTIAL – FOR INTERNAL USE ONLY What is Next? Monthly Office Hours for Mentors (a space to learn by sharing & collaboration)
Thank You
How to Become a Mentor
Mentoring at Microsoft: MENTOR Quick Guide What is a Mentor? A mentor supports and partners with the mentee to… • Build a relationship of mutual trust • Identify areas in which the mentee wants to develop themselves • Be an objective and supportive resource for your mentee on their journey There is no one size fits all mentoring program; every partnership is unique and develops over time. As you build a relationship with your mentee and understand their goals and concerns, you can tailor your mentoring to meet their specific needs. A Practical Guide to Being a Mentor: Step 1: Build the relationship ✓ Ask questions to learn about your mentee and better understand their needs, goals, and ideas. ✓ Learn why the mentee has joined the mentoring program. What was their motivation? ✓ Focus on listening. Be attuned to the mentee’s feelings and attitudes. Step 2: Start where your mentee wants to begin ✓ Ask insightful questions that inspire your mentee to explore what matters to them, both professionally and personally. ✓ Help them determine next steps. ✓ Your mentee may have different goals, aspirations, and ideas than you expect. Put aside assumptions and respect where the individual currently is in their developmental process. Step 3: Create a safe space ✓ Build trust by listening and asking questions to clarify and ensure understanding. ✓ Ensure conversations are private and confidential. A mentor is a “guide on the side, not a sage on the stage” Step 4: Bring your best self ✓ Be fully present and prepared for every conversation. ✓ Limit distractions during interactions. ✓ Turn the camera on if meeting virtually. Seeing facial and nonverbal cues enhances communication.
Mentoring at Microsoft: MENTOR Quick Guide Tips for Managing the Mentor/Mentee Relationship Create belonging, acceptance, and connection ✓ Before beginning any mentoring conversation, check in with your mentee. Have a short informal chat with your mentee about non-work topics. Ask questions that create self-awareness, inspire insights and ideas ✓ Ask insightful questions to enhance the mentee’s self-awareness and encourage critical thinking. ✓ Allow time for the mentee to think and explore divergent answers. Provide feedback based on mentee’s goals ✓ Provide feedback that is directly correlated to areas the mentee has chosen to develop. ✓ Provide positive feedback on actions and behaviors mentees should continue to attain their goals. ✓ Provide developmental feedback on behaviors that might be hindering mentee’s progression. Be empathetic and vulnerable ✓ Share work experiences when you were successful and when you failed. Share lessons you learned. ✓ Show empathy by acknowledging what the mentee is experiencing. Be encouraging and supportive. Meetings ✓ Have regularly scheduled meetings or commit to scheduling the next meeting at the end of the call. ✓ Private space and uninterrupted time are important for confidential conversations. Check in on mentee’s goal direction ✓ Find out if their initial goal is still meaningful. Does it need to be modified? ✓ Has their motivation changed? ✓ Check in to see if the mentoring relationship still meets their goals and expectations. ✓ Ask how you can help. RESOURCES. Take advantage of all the resources available to support your mentor journey • Why be a mentor • Preparing for your mentoring intro meeting • Mentoring meeting guide. • Navigating mentoring relationship challenges • How to close a mentoring relationship

More Related Content

How to Become a Mentor

  • 1. So, You Want to Be Mentor HOLA LATAM – South Florida Wednesday, January 19, 2022
  • 2. Learning Objectives • Describe the role of a mentor • Prepare yourself for mentoring • List the stages of mentoring • Familiarize with the skills required to be a mentor • Discover few mentoring hints • Share my own experience (still learning) • Connect mentors and people willing to became a mentor
  • 3. Born in Cuba (18 years) Dutch Nationality Spanish Professional - & more - Culture (22 years) Temporally Living in USA (5+ years) 1997 My first job as Software Engineer Bachelor's of Computer Engineering 2000 SPAIN (Sr. Consultant → ITAP → Digital Advisor → Global ATS/CTL) → CORP (Dir. BPM Azure Apps) → LATAM (MCS CTO → STU D&AI) 1998 – 2005 EDS (Software Engineer, Senior Consultant → Team Leader → Technical Director) My journey started at Microsoft 2005 Coffee Lover Cooking Coaching Biking Trekking Swimming Diving Married w/ Two Children Hola, I’m Pablo
  • 4. Technology is my Passion https://www.linkedin.com/in/pablojunco/ My INSIGHTS® Profile My DiSC® Profile My Leadership Style (still learning & evolving)
  • 5. Mentor A person who gives a person who wants to learn guidance and advice on career choices, decisions, and goals ​​​​​​​over a period of time
  • 6. “ A mentor is someone who allows you to see the hope inside yourself. A mentor is someone who allows you to know that no matter how dark the night, in the morning joy will come. A mentor is someone who allows you to see the higher part of yourself when sometimes it becomes hidden to your own view. ” Oprah Winfrey American talk show host, television producer, actress, author, and philanthropist.
  • 7. Task Support Introductions to others help grow their network, honest feedback Peer Support Cheerleader for them, encouragement, helping affirm something is right Serve as role model Behavior, success, technical expertise is deemed a success Mentoring two-way street You’re giving so you want something back too, maybe to become a better leader or enhance leadership skills What is Mentoring?
  • 8. Requirements for mentoring relationship Trust Collaboration Guidance for both mentor and mentee
  • 9. Essential factors in a successful mentoring relationship a defined goal a well-matched pair
  • 10. Mentoring doesn’t have to be… a monogamous relationship your responsibility to fulfil your mentee needs all the time you driving meeting appointments you doing all the work you giving all you have uncomfortable having all the answers constantly problem solving help to change jobs
  • 11. If you want to be a mentor, then  Remember what it was like for you having a mentor, and always try to put yourself in the other person place  Don’t wait to have a mentee, start by offering your perspective and feedback to your co- workers  Get ready to learn from the other person (mentoring isn’t about us)  Try to engage on a long-term relationship (6 – 12 months)  When you find a mentee (or she/he find you), make sure you are compatible with her/him and ensure she/he is committed and available  Get ready to treat your mentee like a research project (be curious)  Make sure you don’t enter troubleshooting mode immediately. Instead focus developing capabilities/skills and the root of the problem.  Be prepared to give feedback to their manager on how they are doing, additional training they might need, etc.
  • 12. Benefits of mentoring Leadership skill development Practice the art of asking questions and delivering feedback Becoming a good listener Exposure to new and different perspectives Growing a personal network Supporting and helping another person while learning from her or him Improve goal-setting Learn from other's experiences Increased self-confidence and self-awareness Learn to ask good questions Increased chance of growing in a role and even a promotion For Mentors For Mentee X X X X X X X X X X X X X X X Develop strong communication skills X X
  • 13. Nine (9) stages to mentoring When to connect and how frequently What topics you will address Clear about communication channels High quality connect Connect with them Breakdown the status bubble Be a real person Tell them about your learning moments Make them comfortable Tell them success and failure stories Honest feedback Tough love Be encouraging but be open, honest, RESPECTFUL Agree on a process Goal/Skill Clarity Be proactive Be Authentic Probe with Questions Take a mentor yourself Improve your own mentoring technique Study your own role model Making Connections Get a Mentor Expand their world Join groups you belong to Networking Make introductions Identify people who will be good for them Actively listen Find the gaps Listen more talk less Have you made progress? Has the relationship been successful for both? Don’t let relationship go flat 1 Clear define your goals with timelines What skill set is needed to achieve the goals 2 3 4 5 6 7 8 9 Be Frank Check Up
  • 14. Introductory Meeting Discovery • What general type of mentoring are your mentee looking for? • Why your mentee want a mentor? What are her/his goals? Why it is important to her/him? • What do she/he hope to get out of the mentoring? What are her/his expectations? • What kind of feedback or assistance are your mentee looking for? What type of feedback works best for her/him? Knowing each other / Looking forward • Dedicate time to understand the Individual (i.e., professional drivers, career aspirations, behavioral style – DiSC profile –, learning style, etc.) • Discuss her/his career development plan • Share your own mentoring story (as a mentee) • Suggest a framework to work to
  • 15. Getting a DiSC Profile to understand yourself and your mentee better The following steps are suggested ways to leverage the DiSC assessment and other free resources on the web as expert analysis requires a nominal fee. Step 1: Visit either of the following websites to obtain your DiSC profile result. It should take about 10 min to complete the survey: • https://www.123test.com/disc-personality-test/ or • https://www.onlinepersonalitytests.org/disc Step 2: Use the following chart to understand your dominant behavior style and non- dominant behavior style. Note: If used in a team setting, put each team member’s dominant style on the chart. Step 3: Check your own personality style based on the 25 personality styles by DISC. E.g. If you are D and I dominate, then your style is DI – Concluder. http://www.movedbypurpose.net/wp-content/uploads/bsk-pdf-manager/3_25- Personality-Styles-based-on-DISC.pdf Step 4: You can ask your mentee, close friend, partner, or long-time acquaintance to see if the personality style accurately describes yourself. Will this be the style you prefer others to, see? Make necessary changes to give more focus in other styles of behaviors. As example, a dominant people can benefit from being more supportive to people surrounding them and being more sensitive to others. Click here to read Pablo Junco’s DiSC Profile
  • 16. Example of advices given by my previous mentor “ Discover what you naturally do best, to maximize your potential. ” “ Identify your weaknesses and partner with people with strengths in the topic. ” “ Invest time in being an open book to other people. Transparency creates trust. Trust creates velocity. ”
  • 17. Skills discussion Skill Short Description Perceived as Positive or Negative Top 10 Skills (5 positive and 5 negative) Be curious while you continue with the discussion and truly understand the individual • Why was a skill categorized as negative or positive? • When a skill can be a good tool in the opposite situation (i.e., if negative, when turns to positive) • Which as the ways to improve the skills? To build trust, share your own experience
  • 19. Tips to have a Productive Mentoring Session BEFORE • Mentee sends over a session agenda including their desired discussion areas, outline of current challenges, key progress updates, and any leftover actions from the last session. • If relevant, the mentor can add any topics or points to the agenda and send it back, so that everyone is aware of the key focuses beforehand. DURING • Check in • Decide on a main focus • Review actions from last session • Explore challenges • Create a plan • Reflect on • Actions for next • Book next session AFTER • Mentee sends a follow up with the key takeaways from the session, the list of actions, and the details of the next session. • Mentor can respond with any relevant information or links to resources that were discussed in the session that may help the mentee.
  • 20. • What’s the problem being solved? • What do you want to achieve? • SMART (Specific Measurable Achievable Realistic Time-Bound) GOAL REALITY OPTIONS WAY FORWARD • Where are you now in relation to your goal? • What progress have you made in achieving your goal? • What barriers are there? • How can you close the gap between reality and your goal? • Have you overcome similar problems before? • Pros and cons list • What behaviors need to change? • What commitments do you need to make • What actions do you need to achieve this G R O W The GROW Model
  • 21. The GROW Model | Questions to drive the discussion • Where do you want to be? • Describe in detail what your ideal end point looks like • List some specifics about variations of that end point • In a scale on 1 to 10 (10 being best) how hopeful are you that you reach the end point • What are sub goals that accompany the big goal? GOAL • Where are you right now with this goal? • What strengths can you use to achieve your goal? • What assumptions do you have about reached your potential? • What obstacles are you facing? • What strengths are available to help you take steps toward your goal? REALITY • What are some of the options to reaching your goal? • Which choice energizes you most • If money was no object, what would you do • How do you want to progress OPTIONS • What is your first step forward? • What are the sub steps that need to be taken? • When will you know you’ve reached your goal? • How will you be held accountable • Who needs to be included in your process? • How will you celebrate your wins? WAY FORWARD
  • 22. Being a great mentor • Be honest about yourself • Show honesty and transparency • Ensure you have the time • Listen, think and respond • Set goals and objectives • Keep learning • Keep networking • Set parameters and boundaries Perhaps saying sorry I’m not the right mentor for you Be prepared to disagree constructively Be available and don’t clock watch during your meetup Don’t be scared to say ‘I don’t know’ By X we will have worked together to achieve Y Keep up your own learning Keep a fresh strong people network When is it OK to communicate, how often?
  • 23. MICROSOFT CONFIDENTIAL – FOR INTERNAL USE ONLY What is Next? Monthly Office Hours for Mentors (a space to learn by sharing & collaboration)
  • 26. Mentoring at Microsoft: MENTOR Quick Guide What is a Mentor? A mentor supports and partners with the mentee to… • Build a relationship of mutual trust • Identify areas in which the mentee wants to develop themselves • Be an objective and supportive resource for your mentee on their journey There is no one size fits all mentoring program; every partnership is unique and develops over time. As you build a relationship with your mentee and understand their goals and concerns, you can tailor your mentoring to meet their specific needs. A Practical Guide to Being a Mentor: Step 1: Build the relationship ✓ Ask questions to learn about your mentee and better understand their needs, goals, and ideas. ✓ Learn why the mentee has joined the mentoring program. What was their motivation? ✓ Focus on listening. Be attuned to the mentee’s feelings and attitudes. Step 2: Start where your mentee wants to begin ✓ Ask insightful questions that inspire your mentee to explore what matters to them, both professionally and personally. ✓ Help them determine next steps. ✓ Your mentee may have different goals, aspirations, and ideas than you expect. Put aside assumptions and respect where the individual currently is in their developmental process. Step 3: Create a safe space ✓ Build trust by listening and asking questions to clarify and ensure understanding. ✓ Ensure conversations are private and confidential. A mentor is a “guide on the side, not a sage on the stage” Step 4: Bring your best self ✓ Be fully present and prepared for every conversation. ✓ Limit distractions during interactions. ✓ Turn the camera on if meeting virtually. Seeing facial and nonverbal cues enhances communication.
  • 27. Mentoring at Microsoft: MENTOR Quick Guide Tips for Managing the Mentor/Mentee Relationship Create belonging, acceptance, and connection ✓ Before beginning any mentoring conversation, check in with your mentee. Have a short informal chat with your mentee about non-work topics. Ask questions that create self-awareness, inspire insights and ideas ✓ Ask insightful questions to enhance the mentee’s self-awareness and encourage critical thinking. ✓ Allow time for the mentee to think and explore divergent answers. Provide feedback based on mentee’s goals ✓ Provide feedback that is directly correlated to areas the mentee has chosen to develop. ✓ Provide positive feedback on actions and behaviors mentees should continue to attain their goals. ✓ Provide developmental feedback on behaviors that might be hindering mentee’s progression. Be empathetic and vulnerable ✓ Share work experiences when you were successful and when you failed. Share lessons you learned. ✓ Show empathy by acknowledging what the mentee is experiencing. Be encouraging and supportive. Meetings ✓ Have regularly scheduled meetings or commit to scheduling the next meeting at the end of the call. ✓ Private space and uninterrupted time are important for confidential conversations. Check in on mentee’s goal direction ✓ Find out if their initial goal is still meaningful. Does it need to be modified? ✓ Has their motivation changed? ✓ Check in to see if the mentoring relationship still meets their goals and expectations. ✓ Ask how you can help. RESOURCES. Take advantage of all the resources available to support your mentor journey • Why be a mentor • Preparing for your mentoring intro meeting • Mentoring meeting guide. • Navigating mentoring relationship challenges • How to close a mentoring relationship