Outline for Effective Mentoring - November 1, 2002

1. Meet with the mentor to review the program and get sign on for initial phase. This should include the mentor getting a measure of the mentoree, his/her level of motivation for change, and a sense of whether the mentor and mentoree will be compatible.
2. Initial Phase:
   1. Mentoree does a self assessment
   2. Assessment tool given to 2 or 3 others who know and work with the mentoree (confidential from the mentoree)
   3. Mentor meets with the mentoree after reviewing mentoree's self-assessment as well as others assessment of the mentoree.
   4. Mentor and mentoree agree to a Personal Development Plan defined by outcomes.
   5. This plan includes:
      1. duration of plan
      2. how accountability will be worked out between mentoree and mentor
      3. how assignments will be given, agreed to and followed up on.
      4. how adjustments to plan will be made
      5. consequences of non compliance. (including termination of relationship).
3. Work the plan
   1. Expectations clearly outlined and accepted by both mentor and mentoree
   2. Regular assignments made that address the changes defined by the PDP
   3. Assignments build progressively toward outcomes.
   4. All progress needs to receive encouragement from the mentor
   5. Lack of progress needs to be evaluated in light of the assignments:
      1. Were they agreed to by the mentoree?
      2. Did they overlook more foundational issues?
      3. Are there other mitigating circumstances?
      4. Are there other, more important areas that the mentoree feels should be concentrated on?
      5. Are the other motivational issues the mentor may not have seen?
4. Adjust the plan
   1. Make adjustments based on what is learned above.
   2. Agree to new expectations. This may include new outcomes.
   3. Repeat #3 above.
5. Conclusion of mentoring program
   1. Review of what has been learned
   2. Good separation if relationship concludes.
   3. New PDP developed if further mentoring agreed to.