Why is it important to set goals when evaluating mentoring outcomes?

Definir os indicadores de desempenho para avaliar o progresso da mentoria é de suma importancia para apresentar a linha evolutiva ao mentee. As pessoas precisam ver sua mudan?a e transforma??o dentro de um período. Existem algumas maneiras de medir o progresso. Vou compartilhar 2 que considero importantes para o processo: - As metas SMART (que trabalham na especifica??o e relevancia de um objetivo) - 5W2H é outra ferramenta que também gera auxilia nesta avalia??o. Independente de qual ferramenta você utilizar, compreenda que o mais importante é se manter consistente com rela??o ao plano de a??o e registrar suas conquistas sempre.

A mentoring relationship should start with the mentee definining his goals and sharing them at the kickoff with the mentor to align on expectations and be able to define a journey to achieve them. On the other hand, defining SMART goals you will be a way to measure if you are going on the right direction

SMART goals in mentoring are like using a GPS for a road trip. They give you a clear destination and a way to get there. Specific goals remove guesswork; measurable ones help you track progress; achievable goals keep you realistic; relevant goals ensure you're on the right path, and time-bound goals add urgency. Regularly reviewing these goals helps you stay on track and make necessary adjustments. It's a simple yet effective way to make your mentoring journey focused and rewarding.

More often than not, people need milestones, goals, something to pull for. This pushes them to want more, to achieve more, to be the best version of themselves. Goal setting also ensures compliance with the organization's policies and rules (not necessarily the ones coming from HR, but mostly those related to business practices). Ultimately, every new employee wants growth. Whether they realize it or not, nowadays nobody wants to be stuck in the same role for 20+ years. So in order to ensure that growth path, you need solid goals, preferably set in a SMART way, ensuring that things are clear for all parties involved. Also, be bold, as the mentee advances through their journey, find a way for them to push themselves for more.

Metas s?o importantes para guiar o percurso do mentorado no processo. Além disso, avaliar o crescimento e o desenvolvimento do mentorado estimula o seu crescimento e novos desafios. Mas vale uma observa??o: Essas metas precisam ser reais e tangíveis para serem como combustível ao desenvolvimento, estimulando a pessoa a continuar no processo de mentoria. Dessa forma, ter metas claras, alcan?áveis e com prazos definidos irá estimular o mentorado a continuar motivado. Lembrando que é importante celebrar as conquistas ao longo do caminho.

Os objetivos podem ter naturezas distintas. Em um mesmo período você pode ter objetivos relacionados ao aprendizado de uma nova língua ou um objetivo financeiro significativo ou, até mesmo, um número de livros que deseja ler. Diversificar seus objetivos ajuda você a exercitar diferentes perspectivas e fortalece o entendimento de que a vida é um conjunto de realiza??es de ordem pessoal e profissional. Já atendi alguns mentorados que só apresentavam objetivos profissionais, mas quem é o profissional, para além do seu trabalho? Seus objetivos pessoais n?o s?o importantes? é sempre fundamental contribuir para que as pessoas possam pensar em realiza??es de aspectos diversos no momento de desenhar seus objetivos de vida e carreira.

Goals help gauge and motivate towards progress as mentor/mentee work together. They also help hold each other accountable to achieve the desired outcomes. Regularly review progress and assess whether adjustment to the goal itself or achievability is required.

While concrete goals are best, especially around the commercial area of the business, they're not the only types of goals that should be taken into account. Things like learning about the company, making a new buddy within the same team or externally, encouraging them to participate in CSR activities ensures long-term commitment to the role and a more clear path towards success/growth. You want the specific individual not to become just a member of a team, you'll want them to strive for greatness. Even if for whatever reason they fall short, they'll be at a high enough level that everyone around involved in the mentoring journey feels that the mentee is on the right track and with a bit more guidance they'll reach the desired level.

Probably the most important element in the SMART way of setting goals is the "S". You need to be specific. You do not know the individual. You do not know their level of understanding of the business, or of the world for that matter. So the best way to start is by being extremely specific. It helps a lot with setting the right expectations right from the beginning, there's not going to be any awkward point in the future about "I didn't know I had to do that too". In a process, customer-facing or otherwise, there's nothing more disturbing than not having clear steps. All the other "letters" will follow on that solid base so the mentee will feel that, at the very least, they'd be doing the basic right. And you can then build on this.

Make goals Specific and clearly defined. Avoid vagueness. Ensure goals are Measurable with quantitative or qualitative metrics to track progress. Align on Achievable goals within the mentor's current abilities and available resources. Agree on Relevant goals that connect to the mentee's interests, values and aspirations. Establish a Timeline with target dates to complete goals or review progress. Actively involve the mentee in setting and owning their goals. Identify required actions, tools, skills and supports to achieve goals. Check-in regularly on progress and learnings towards goals. Update goals as needed based on evolving needs and changing circumstances. Celebrate when goals are attained! Then set new ones for continuous improvement.

An easy way to keep track is to end the mentoring session with a clear "What are the next steps until we meet next time?" (There could be action points for both mentee and mentor). And to start each mentoring session with an update of what was achieved and what was not achieved, what were the learnings and what where the challenges. So both parties keep track of the goals and see the progress. If the progress is not happening as planned it is important to check if the goals need to be adjusted, if some further help is needed, if the next session should be held earlier to stay on track or if some mini-check ins between sessions could be helpful.

Define clear actions and next steps. This is paramount for success. If the lines are blurred, or there are no SMART goals defined, then you run the risk of the project going sideways and the mentee not feeling the accomplishment or even worse, not feeling like he's growing. Being in touch with them on a regular basis ensures progress. Feedback is something that some people dread. Not everyone is comfortable with receiving criticism, so be mindful of this when engaging in a new mentoring relationship, you might have to shift your approach to one where your ideas come across more subtly.

Hitting your goals should be celebrated. It makes you and your mentee feel good and want to keep going. It's a way to say "good job" and build trust. You can celebrate simply by saying thank you, sharing your success with others, or even treating yourselves to something nice. Using SMART goals ensures you're both clear on what you're aiming for. Celebrating when you hit those goals helps you see how far you've come and gets you excited for what's next. It keeps the journey fun and rewarding for everyone involved.

Crie rituais para celebrar suas conquistas. As pessoas, especialmente no Brasil, n?o têm a cultura de acompanhar seus feitos. Quando chegam ao final do ano, ficam com a sensa??o de que n?o fizeram nada. E isso n?o é verdade. Para cada conquista - seja a conclus?o de uma leitura, a compra de um item muito desejado ou, ainda, o encerramento bem-sucedido de um projeto - crie o hábito de celebrar. E eu compartilho 3 coisas que n?o podem faltar no ritual de celebra??o: - Escolha uma a??o especial (almo?o, jantar, brinde com vinho) - Convide as pessoas que você acredita que merecem celebrar com você - Escolha uma roupa especial para valorizar seu feito. Celebrar é uma maneira importante de criar memória afetiva sobre o que fazemos.

Celebrate every milestone like it was the most important one. Because it was. Last week/month you were focused on the previous one. So this spells growth. This should always be celebrated. Within the same team if that's the case or externally, so that the mentee feels that his efforts are seen and/or heard, so that he is continuously encouraged to grow. There are certain domains/parts of the business where celebrating and rewarding goal achievement is maybe more important than somewhere else. Like Sales for example. People that are naturally inclined towards sales love recognition, love rewards. All in all, there's reason to be happy about one's achievement and for a mentor, that's a clear sign you're on the right path.

Celebrating goals is so important. All too often we reach our goal and decide that we’re going to move the finish line and don’t celebrate the initial SMART goal that we set. if you’re not celebrating, you can’t take a moment to address the lessons learned and how you will apply them moving forward. Additionally, if you’re not taking time to celebrate the goals, and your achievements burn out, is going to happen more often.

No processo de mentoria, as metas servem para monitorar o crescimento do mentorado. E ao mesmo tempo o mentor pode analisar: - Como melhorar o seu processo; - Entender quais pontos est?o alinhados com sua área de atua??o e com foco no mentorado; - Se as ferramentas aplicadas est?o funcionando; - Quais modelos de mentoria funcionam mais para o seu público; - E avaliar o processo de entrega.