How can a mentor and mentee collaborate to create a career development plan?

I do agree. Establish rapport must be the first step forward. I feel you can not mentor anyone without having the space to share ideas and building that connection.

De fato, antes de adentrar nos pormenores do meu plano de desenvolvimento de carreira, compreendo a importancia de estabelecer um relacionamento sólido com meu mentor ou mentorado. Acredito que essa conex?o é fundamental para o sucesso do processo, pois proporciona um ambiente de confian?a, troca de experiências e aprendizado mútuo. Através desse vínculo, poderei n?o apenas receber orienta??es assertivas, mas também contribuir de forma significativa para o crescimento profissional de ambas as partes. Portanto, estou totalmente aberto e comprometido em construir essa rela??o de parceria e colabora??o, visando alcan?ar nossos objetivos de maneira eficaz e enriquecedora.

Antes de tra?ar um plano de desenvolvimento de carreira, é essencial construir um alicerce sólido de confian?a e compreens?o entre mentor e mentorado. Estabelecer um relacionamento é o primeiro passo para uma mentoria bem-sucedida, permitindo uma colabora??o eficaz. ????

This is a great idea! How do you actually buid rapport? Two essentials for building rapport are equity and curiosity. Mentors must enter into mentoring relationships with a sense of equity and mutual respect. Our mentees come to us whole people with entirely different lived experiences and it's vital to building rapport to not expect them to be like us or how we were at their age and stage. Be open to who they are and how they are different and uniquely themselves. Be curious and ask questions to learn more about them, their lived experience, life achievements and barriers. Be open to how their barriers may be very different from the ones you experienced and accept them as real.and true for them.

Criar um ambiente seguro e comunica??o sem ruído é fundamental para o estabelecimento do relacionamento entre o mentor e o mentorado. As regras precisam ser claras e seguidas

Após identificar se você está atuando como mentorado ou mentor, o próximo passo consiste em realizar uma análise SWOT de sua situa??o atual em rela??o aos seus objetivos de carreira. Essa avalia??o irá te ajudar a identificar seus pontos fortes, que devem ser potencializados, seus pontos fracos, que precisam ser trabalhados, as oportunidades que podem ser aproveitadas e as amea?as que precisam ser contornadas. Ao compreender esses aspectos, você estará mais preparado para tra?ar um plano de a??o que te conduza ao sucesso profissional almejado. Lembre-se, a autoavalia??o é fundamental para o desenvolvimento pessoal e profissional.

By first assessing the mentee's current situation, the mentor and mentee can collaboratively to create a career development plan. Begin by understanding the mentee's background, strengths, weaknesses, and career aspirations. Write out clear, set achievable goals, followed by what are the skill gaps and work on it. Together, continue to follow up on the development plan with milestones, resources, and learning opportunities. These regular progress follow up and adjustments to the plan are crucial. Effective communication and open dialogue between the mentor and mentee are key throughout the process.

Defining GOALS must be the first step. Once the goals are defined, mentor can help the mentee achieve it. Preferably, mentor must have a similar or identical goals

Após uma cuidadosa avalia??o da minha situa??o atual, estabeleci metas inteligentes para o meu plano de desenvolvimento de carreira. Minhas metas s?o específicas, mensuráveis, alcan?áveis, relevantes e limitadas no tempo, garantindo assim que eu tenha um caminho claro a seguir. Meus objetivos s?o as etapas essenciais que devo completar para atingir minhas metas com sucesso. Estou confiante de que, com foco e determina??o, poderei alcan?ar cada um desses objetivos e avan?ar na minha carreira de forma significativa.

Defining clear, SMART goals and objectives is the compass that guides any successful career development journey. It's about painting a vivid picture of where you want to be and breaking it down into actionable steps. This process fosters focus, ensuring every effort aligns with a specific outcome. It's not just about saying 'I want to succeed', but about outlining precisely what success means to you. This clarity empowers you to measure progress, adapt strategies, and stay motivated in pursuit of your aspirations.

Embarking a journey without direction is like throwing stones in the sky. One can't reach the goal if its not specific. Hence, definitely being specific helps.

Seeking feedback and advice is like having a compass on your career journey. It helps you stay on track and make improvements. It's a smart move because others can see things from a different perspective. It's like getting tips from someone who's been there before. This way, you can learn, grow, and make better decisions. Remember, it's a sign of strength, not weakness, to ask for help or opinions. It shows you're committed to doing your best!

Being a role model or showing how to do a task is the most underrated skill of this contemporary world. Mentor must lead by example and not just advices.

Uma ótima maneira de garantir que você esteja acompanhando o progresso do seu plano de desenvolvimento de carreira é utilizar ferramentas de organiza??o, como planilhas, calendários ou aplicativos de gerenciamento de projetos. Essas ferramentas ajudar?o a manter suas tarefas, prazos e marcos bem definidos e organizados, possibilitando uma vis?o clara do seu avan?o e facilitando ajustes quando necessário. Portanto, n?o subestime o poder da organiza??o e do acompanhamento para alcan?ar seus objetivos profissionais com sucesso.

I think this is the most important part because when people contact you to start a mentoring process they are very motivated, they leave the session motivated and with many tasks to do, what usually happens is that this motivation decreases as time goes by and people stop fulfilling their own commitments. Therefore, a follow-up process and periodic sessions to solve doubts are very important.

Reflection... Reflection... Reflection... Reflection is utmost necessary procedure on a daily, weekly and yearly basis. It helps us to gauge our progress and attack our shortcomings.

I encourage coachees/mentees to “break things down” so have a plan for 3 months, 6 months, 1 year, 3 years, 5 years. By having milestones it helps with achieving goals and successes. It also prevents a coachee/mentee from becoming or feeling overwhelmed, by thinking of the overall picture as a series of steps.

Development planning is part of performance coaching. Here are some 'vital sign' questions to ask for the employees: - Does your manager give you useful feedback on your performance? - Do you discuss your developmental needs with your manager? - Are you clear on what is expected of you in your role? - Does your manager spend enough time with you to answer queries related to your career growth? - What can your manager do to make sure you develop as a professional? How to fast-forward your career: 1. Quantify results 2. Practice self-promotion 3. Establish a bond with your boss 4. Acquire new knowledge and skills 5. Build your network 6. Ask for more responsibilities 7. Be a team player 8. Create your own opportunities