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     Mentoring session April-May 2020

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MENTORING is essentially about helping people to develop more effectively. It is a relationship designed to build confidence and support the mentee so they are able to take control of their own development and work. While mentoring is an important aspect to leadership training, it does not hold to a typical training environment or process; however, its tradition has existed even longer than traditional training.

Mentoring is usually a relationship that can cover many different topics and may change over time. Mentors can give advice, talk about their own experience, talk through options and can also use coaching techniques if they are useful.

What do we propose in Her Century?

Benefits of Mentoring for the Mentor:

• Renews enthusiasm for the role of expert

• Obtains a greater understanding of the barriers experienced at low levels of the organization

• Enhances skills in coaching, counseling, listening, and modeling

• Develops and practices a more personal style of leadership

• Demonstrates expertise and shares knowledge

• Increases generational awareness

Benefits of Mentoring for the Mentee:

• Gains sharper focus on what is needed to grow

• Furthers development

• Gains capacity to translate values and strategies into productive actions

• Complements ongoing formal study and/or training and development activities

• Gains career development opportunities

• Gets assistance with ideas and honest feedback

• Demonstrates strengths and explores potential

• Increases career networks and receives greater agency exposure

• Improves ability to express expectations, goals, and concerns

• Receives knowledge of organizational culture

As participants reflect on being mentored, time should be devoted to determine the qualities desired in a mentor and what you would like to gain from the partnership.

Responsibilities – Mentor:

• Meet with your mentee and/or engage in mentoring activities in-person (or on the telephone as a backup)

• Willingly share your experience and professional success in the organization

• Explain how the organization is structured

• Support the organization’s mission, vision, and goals

• Look for experiences that will stretch the mentee (i.e., shadowing during meetings, suggested readings,


• Stay accessible, committed, and engaged during the length of the program

• Listen well

• Provide open and candid feedback

• Offer encouragement through genuine positive reinforcement

• Be a positive role model

• Share “lessons learned” from their own experiences

• Be a resource and a sounding board

• Keep your conversations confidential

• Let the Mentoring Program Manager know as soon as possible if you are having a problem connecting

with your mentor

Responsibilities – Mentee:

• Meet with your mentor each month and/or engage in mentoring activities in person (or on the telephone as a backup)

• Be proactive about contacting your mentor and scheduling meetings

• Commit to self- development

• Assume responsibility for acquiring or improving skills and knowledge

• Discuss individual development planning with the mentor

• Be open and honest on goals, expectations, challenges, and concerns so others can help you

• Prepare for meetings and come with an agenda

• Actively listen and ask questions

• Seek advice, opinion, feedback, and direction from the mentor

• Be receptive to constructive criticism/feedback and ask for it

• Keep your conversations confidential

• Respect the mentor’s time and resources

• Stay accessible, committed, and engaged during the length of the program

• Comfortably give feedback to the mentor on what is working or not working in the mentoring


• Let the Mentoring Program Manager know as soon as possible if you are having a problem connecting

with your mentor.

To maximize the outcome of this experience and ensure that mentors derive value from the time they dedicate to mentee self-development, we recommend mentees devote a minimum of 5 hours per month to program activities.


Training time: Flexible

Location: Online zoom meetings

April 15:

Common Zoom meeting:

• Create mentor/mentee pairings based on compatibility from application forms or targeted matches for self-improvement.

• Make a schedule for each group.

• Conduct an orientation session.

• Conduct planned activities.

April 16-May 14:

Define your problems and gaps;

Discuss the problems with mentor (mentor could share own issues with mentees)

Mentor needs to make recommendations to every mentee in his/her group and try to overcome challenges together.

Make tasks and goals for one month (find a job, study or improve language, read several books, etc., make a solution to your personal issues).

Have meetings in a small group with mentor (1-2 times per week) by Zoom and daily reports in wechat/what’s app groups (depends on mentor).

Each mentee should have a dairy with tasks and daily reports. Mentor will evaluate everyone during week or after one month.

May 15:

Common Zoom meeting:

• Conduct a completion (graduation) ceremony.

• Evaluate each step of the implementation.

• At the conclusion of the completion graduation ceremony, conduct an overall program evaluation with the mentors and mentees.

Best mentees will get certificates from Her Century

Let's grow up together?


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