Mentoring Program
Objectives
- Facilitate networks and relationships between the experienced business
leaders of today and the motivated and visionary minds of tomorrow.
- Encourage growth and learning within local business and industry.
- Provide mentees with opportunities to set development goals, improve skill
sets and learn from experienced members of the Hunter business community.
- Contribute to the development of a knowledgeable and skilled business
community in the Hunter
- Provide a potential pathway for career development and succession
management.
- Provide value and learning pathways for members of the HYP, whilst
promoting the principles of the group within the business community.
- A mentoring program with a focus on developing leadership and management
knowledge and skills
- A selection of appropriate and experienced mentors and mentees to fulfil
program roles and objectives.
Outcomes
Positive outcomes that may be achieved through implementation of this program
include:
- Mentees and mentors who take responsibility for professional growth by
committing time and effort needed to achieve a successful mentoring
relationship.
- Mentees and mentors who seek opportunities to enhance their career.
- Increased knowledge, skills, competence and confidence for mentees and
mentors.
- Growth synergies by harnessing the potential of young leaders from
experience of mentors
Mentee Benefits
The benefits to mentees include:
- Development of knowledge, competencies, skills, goal setting and
professional experience
- Increased potential for career mobility and promotion within your chosen field
- A supportive environment in which feedback can be gained and development
opportunities can be evaluated
- Networking opportunities.
- Recognition, motivation, insight and confidence.
Mentor Benefits
The benefits to mentors include:
- Opportunities to test new ideas and gain further knowledge.
- Renewed enthusiasm for their standing as an experienced and driven
business person.
- Challenging discussions with people who may have a fresh perspective.
- Opportunities to reflect upon and articulate expectations of roles and
responsibilities.
- Improved ability to share experience, knowledge, competencies and skills.
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Positive contribution to professional development of driven young individuals
in your industry or field
Networking opportunities to build relationships with young people that could
potentially help you in your own business or industry.
What should I expect from the program model…
Expectations – The HYP mentoring program aims to assist both parties with various
aspects of their personal development, skill sets and career approach, however
exactly what you gain depends on the mutual understanding and framework agreed
upon by both parties at the start of the relationship. You should be open to learn and
be guided without stimulating judgement; moving past road blocks in personal life
and work situations to form a mutually beneficial relationship.
Initial meeting – As part of the first meeting it is important to cover off on
expectations and frameworks so that you both understand and agree on aspects
such as how often you catch up, types of goals to be set and any limitations that you
feel should be acknowledged. It is also important to respect that both mentor and
mentee have time constraints and obligations that should not be impacted upon by
involvement in this program.
Frequency of Meetings – We do not propose to set expectations or restrictions on
frequency or method of meetings, however as a guide 1 hour per month could be a
considered a guide to a reasonable allocation of time. This should be discussed in
the initial meeting to ensure the frequency of contact is agreed and does not impede
upon either party’s other obligations.
HYP Involvement and Limitations – The HYP aims to act as an introductory point
for the mentor and mentee. We do not directly facilitate or control the professional
relationship of parties involved outside of a point of introduction. The HYP board will
endeavour wherever possible to match up participants based on personal interests,
goals, career motives and objectives along with industry and experience.
The HYP makes no representations about the qualifications or suitability of mentors
or mentees and take no responsibility for outcomes and/or results of being involved
in the program.
In the event that either the mentor or mentee feel that they would like to cease being
involved in the program or feel that they would benefit from an alternative
mentor/mentee, we encourage parties to discuss this individually. However if either
party does not feel comfortable proposing this to the other party, you can approach a
member of the HYP board who will endeavour to assist where possible with the
transition.
2 Becoming a Mentor… what do I need to do?
Becoming a mentor can be of great personal and professional benefit. Here is a stepby-step guide to becoming a HYP mentor.
Step 1: Understand the role of a mentor
The main role of a mentor is to provide professional guidance and support to a
colleague to help them develop and grow professionally. The specific role you take
on as a mentor will be dependent on the mentoring relationship you have, but there
are a number of things you should be prepared to provide as a mentor.
A mentor should…
• Meet with the mentee and help identify his or her specific needs; provide
assurance that you can fulfil those expectations.
• Define the expected time commitment between mentor and mentee; consider
establishing a scheduled time for meetings. Identify an appropriate location
for meeting with the mentee.
• Be patient and positive in the relationship. No question is "dumb."
• Suggest, don't dictate.
• Be available when needed and as appropriate.
• Communicate: share successes and failures, coach, advice, discuss real-life
stories. Build trust and maintain the confidentiality of the relationship.
Step 2: Understand the commitment required
Part of being a positive mentor is about being available to your mentee to provide the
guidance and support they require. As a mentor you will need to commit to meeting
regularly with your mentee at a time and frequency that is mutually agreeable. As a
guide you should expect to have a monthly face-to-face meeting with your mentee
dependent on their location and mentoring requirements. In addition, your mentee
may be in contact with you at various times by phone or email.
Step 3: Register your interest and details to one of the HYP Board Members
If you are interested in becoming a mentor, please contact one of the HYP Board
Members in order to obtain an application form which will provide us with information
on your skills and interests. This information will assist us in matching a suitable
mentee for you.
Step 4: Respond to mentee submission
Once we have accepted your mentor request and we have matched up a suitable
mentee, we will contact you with details of the potential mentee. If you feel that the
mentee would not be suitable, please feel free to contact the HYP to discuss further
options. We request that in any such instance you contact us within 5 working days
in order to ensure that we can efficiently source an alternative mentor for the mentee.
Step 5: Prepare for your first meeting
Make phone contact with your mentee to introduce yourself, confirm they would like
to participate in HYP Mentoring Program and set up an initial meeting.
3 The role of a mentor
The role of a mentor is to share your knowledge and experience to help a colleague
develop and grow professionally. However, many mentors find that they also learn
from their mentee – so you should approach being a mentor as a learning experience
as much as a leadership experience. Mentors can help with:
Career Guidance
Assist in developing a mentee’s sense of direction, identifying and overcoming
obstacles, understanding personal strengths and areas for development, career
planning insights and support.
Business Skills & Knowledge
Enhance a mentee’s competence levels, support current role or industry related skills
and knowledge to improve overall promotability.
Leadership and People Management
Assist in development of leadership and people management skills, to assist mentee
maximise performance.
Positive Role Modelling
Motivate and inspire as a role model who has been successful both in their work
achievements and their family life, and can help mentees seek to work on realising
their full potential and maximise what they get out of work, family life and personal
time.
Building Networks
Assists in building broader, more effective business networks.
Broader Business Perspective
Expands the mentee’s horizon, building cross functional understanding. Provide
insights about other parts of the organisation, other business functions and how they
operate.
Sounding Board
Provide direct and honest feedback, provides insights and acts to stretch, stimulate
and challenge thinking and act as a sounding board for ideas
4 Mentoring is not …
Coaching
1. Coaching is primarily about performance and the development of specific skills.
Mentoring is much more broadly based and intuitive, focusing on developing
capability and often includes longer term help in career self-development.
2. Coaching is one of the key roles within mentoring but mentoring adds: focus on
learning and capability as well as skill .Focus on the individual as well as
performance Broader context of aims and purpose
3. The mentor may impart skills and knowledge but is not accountable for ensuring
the bandwidth of the mentee’s capability to fulfil their role.
Counselling
Counselling is a feature or component of mentoring. It is just one of the mentoring
roles. Mentoring is different to counselling as it:
• Focuses on business progress as well as the individual
• Happens in context of the aims, purposes etc
• Is about possibilities and capabilities as well as problems and difficulties
• Focuses on learning and development
A performance management tool
A mentor is not in a supervision role and has no accountability for the outcomes or
behaviours of the mentee.
“A lot of people have gone further than they thought they could because
someone else thought they could.”
Anonymous
"Mentoring to me is a way to share knowledge and compare personal
and professional experiences that may not seem much to one person
but of great value and assistance to others. Being open to learn and
guided without stimulating problem or judgment but to move pass road
blocks in personal life and work situations." Cathy Armanno
5 Mentor Application Form – HYP Mentoring Program
Name:
Phone:
Email:
Position:
Company:
Industry:
Age:
Briefly describe your Business Background and Motivations:
To help match suitable Mentors with Mentees please tick the relevant area/s below
where you believe that you can help a Mentee with –
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Broad Perspective and Industry Experience
Help build business skills and extend knowledge
Career Guidance
Leadership and People Management Skills
Help Building Business Networks
Sounding Board – (feedback, insights, stimulate and challenge thinking)
Briefly describe your personal interests:
Thank you for providing your details to as part of the HYP Mentoring Program. We
recommend that you read the attached instruction guide and recommendations for
Mentors and Mentees in order to help establish guidelines and expectations with the
vision of optimising the mutually beneficial value of the relationship.
Please email this form back to [email protected]
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