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Mentorship Program

Mentorship Program

What is a Mentorship Program

The purpose of a mentoring program is to help you tap into the knowledge of those with more experience than you and learn faster than you would on your own by tapping into the knowledge and experience of someone further along than yourself. It’s the best way to accelerate your development.  It’s also an opportunity to grow your network and connect with leaders rather than only your peers.

Why have a Mentorship Program

Mentoring plays an important role in employee engagement and retention, both of which contribute significantly to individual and organizational productivity and make employees feel valued. Without a formal mentoring program, new hires and less experienced employees may struggle to find other professionals to connect with who are willing to help them learn, grow and advance in the workplace. Employees who do not feel engaged or supported are less likely to stay with their employer. Mentoring may make all the difference in an employee’s job performance and influence their decision to stay with a company, rather than seek employment opportunities elsewhere.

Benefits of a Mentorship

Research shows that individuals who are mentored have an increased likelihood of career success as a result of the targeted developmental support they receive.

Mentees have an opportunity to gain practical knowledge and insight from a seasoned employee who has achieved a level of expertise they aspire to attain. Mentors have an opportunity to expand their repertoire of professional knowledge and skills through their instruction and facilitation of others. The organization has the opportunity to further develop and disseminate the wealth of talent, skill and knowledge of its employees.

Benefits to the Mentee:
• Receives guidance and support from a respected member of the FDC community.
• Professional development opportunities.
• Increased confidence.
• Increased knowledge and understanding of how FDC works, how things get done.
• Greater awareness of other approaches to work.
• Builds a network of colleagues and expanded knowledge of different areas of the organization.
• Having a confidential sounding board for ideas and challenges.

Benefits to the Mentor:
• Provides fulfilment and satisfaction of helping others and contributing to the development of colleagues.
• Extends network of FDC colleagues and builds community.
• Supports use and development of key competencies leading to growth.
• Encourages examination of the status quo and alternative possibilities.
• Encourages renewed ideas and perspectives on one’s leadership role.

Benefits to the Organization:
• Facilitates the growth and development of high-potential leaders.
• Demonstrates visible commitment to staff development and continuous learning.
• Transfers and maintains institutional knowledge.
• Fosters an inclusive, diverse and collaborative environment.

Responsibilities of the Mentor and Mentee

Each person needs to work at this program to make the most of it. To maximize the outcome of this experience and ensure that mentors derive value from the time they dedicate to mentee career development, we recommend mentees devote a minimum of 5 hours per month to program activities.

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 goals
• Look for experiences that will stretch the mentee (i.e., shadowing during meetings, suggested readings, etc.)
• 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 General Manager or HR 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
• 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 relationship

How to get started

Reach out to your supervisor or HR and they will pair you with a mentor.

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