How can you create a successful mentoring plan for group facilitators?

An effective and ImpactFULL program always begins with a proper diagnostic of needs or gaps. I often advise facilitators to use the SWOT analysis to determine their needs/ developmental areas. Once these are done, the next step would be to find a mentor who is strong in your identified development areas. Discuss with the mentor what you want them to help you achieve. The mentor is not there to analyze your needs, instead they are there to assist you improve in your areas of development as identified by yourself.

To create successful mentoring plan, we should follow following steps: Define mentoring objectives and goals. Identify experienced facilitators as mentors preferably elder than mentee. Needs and skills are to be matched of mentee and mentor. Establish clear communication channels between mentors and mentees. Develop a structured mentoring program with specific activities and timelines. Provide training and resources for mentors and mentees. Encourage regular meetings and feedback sessions. Monitor progress and adjust the mentoring plan as needed. Recognize and celebrate achievements. Continuously evaluate and refine the mentoring process for effectiveness. After Action Review to be collected what works and what not went well.

Assessing needs and objectives from the beginning creates a roadmap and leaves less room for interpretation from all involved parties.

I just conducted a train-the-trainer program to a group of Commercial leaders, other than sharing their internal model, I also facilitated the Power Facilitator content. What's next to create a successful mentor plan for this group of facilitators. To begin with, the organization / top management must see the needs to build and nurture the group of facilitators. Opportunities must be created and planned strategically for these new facilitators to practice, demonstrate what they have learned in the next 90days to keep the momentum going. The workshop objectives and outcomes should be clearly communicated through mentoring.

We create a successful mentoring program for group facilitators by coupling the experiences of the facilitators (what’s working & gaps) with scanning the field of facilitation. The field of facilitation continues to evolve with the expansion of what is possible in groups. We are in the age of transformational conversations on a range of topics previously less explored. We also have access to understanding ways to facilitate and “hold space” while melding in our understandings of trauma, somatics, power dynamics, and pillars of psychological safety within group dynamics. Key to mentoring are the inner capacities required to evolve the field during a time of exponential change that do not sacrifice care for results while practicing self-care.

Often, mentors and mentees are closest to us, and by directly reaching out to our inner circle, there may be someone seeking this type of arrangement or knows of someone who could benefit from it.

When a mentor and mentee share values and belief systems beyond their work, they're likely to develop a stronger bond, resulting in a more impactful relationship. This not only facilitates the mentee's growth but also aids in succession planning within the workplace.

As with any kind of mentoring, a good mentoring relationship will be down partly to skills of the mentor, the willingness of the mentee and the chemistry of the relationship. Making sure you have all three could be the difference between success and failure

I found when choosing a mentor you need to ensure they provide constructive feedback and get you to practice in front of them should you need to prepare for a presentation or management meeting.

Os rios n?o bebem da própria água... Esse é o trecho de um discurso que tem sido muito difundido dos últimos tempos e foca basicamente na importancia de servir. Quando se domina algo, quando se é um "especialista" em determinado área ou assunto, é comum que outras pessoas busquem seus conselhos e opini?o.Por isso, se colocar a disposi??o, servir é transformador. Assim, a Mentoria se transforma facilmente numa rela??o de respeito, admira??o e parceria. .

Creating an agreement should be a two-way street in which both parties are directly involved and can collaborate on how to move forward best.

In my experience it is essential to "contract" together with your mentor which should include setting expectations for meetings, topics of focus that you are interested in enhancing, and responsibility for owning your development. Being able to spend time discussing these topics and others will allow for impactful sessions when you connect with your mentor rather than having no clear focus. Having a mentor is one of the gifts that can support your personal as well as professional development in areas of impact. Ownership is on you, the mentee, to take responsibility so that you can elevate your skills which will support the value received during your time together.

Exato! E t?o importante quando é dedica??o do mentor e do mentorad, é avalia??o continua de tudo que se faz, pois, isso garantirá ajustes pontuais sejam feitos a cada passo. Isso permite corrigir o rumo e a alcan?ar mais rapidamente o objetivo tra?ado.

A mentoring plan should be tailored to the mentee's learning style and seamlessly integrated into their daily workflow, rather than viewed as an additional task requiring extra attention. At times, mentors may need to unlearn certain traits to better meet the needs of their mentees.

Having a plan creates a solid foundation to work from, as long as both parties understand that life and other variables will contribute to the plan's evolution, meaning the plan may change due to external factors.

Trace o plano e siga até o fim. Mas, deixe mente e cora??o abertos para possíveis ajustes e melhoras ao longo do trajeto. Estabele?a break points para avalia??es mais profundas. Planeje com a alma e execute com o cora??o!

N?o existe feedback maior e mais motivador do que alcan?ar o(s) objetivo(s) almejado(a). O desafio maior é quando n?o se alcan?a o que foi planejada ou demora mais que o previsto. Por isso, a importancia a avalia??o continua a cada passo. A disciplina ajuda a manter o foco.

A successful mentoring plan may include: Setting clear operational goals Action plans between the mentors and facilitators addressing the operational goals Feedback mechanism on the entire process Have a provision for skill development for all the facilitators Assist resource sharing or form support system Have domain experts to bring about the quality outcomes Have a great scope for improvement by reflecting on their participations Encourage peer learnings Have efficient evaluation and assessment tools Reward or recognize contribution of facilitators Keep benchmarking newer goals to scale heights

Include mentors in the design Carry out a needs analysis training Set action-learning experiences and facilitation Embed review and evaluation of their work

Set both the mentor and mentee up for success by providing clear definition of roles and expectations. Provide support for both throughout the journey.

I would suggest: - Objectives of the program -First share the overall ecosystem of Facilitation practices - Identify opportunity & Threat in the ecosyestem. - Identify Mentee - existing strengths and weeknesses - Prepare SWOT Table - Aligning Objectives develop TOWS matrix - Based on TOWS matrix, identify three major strategic recomendation to develop overall Facilatation program

Mentorship is only possible when both parties are fully invested, and it can look and feel various ways. I have a mentor who I meet with annually and another who I meet with every quarter. Both serve potent purposes in my life, and each is unique in its design.