When
first making the decision to participate in a mentoring program, there is both
excitement and anticipation as to what will be gained in terms of personal and
professional growth. While many
participants often find themselves with a number of great ideas for their
career development, others may sometimes hit a road block when tasked to map
out those ideas. The development of an engaging and challenging plan should not
be an overwhelming project. The following are a few simple considerations in
creating a dynamic and meaningful mentoring action plan:
Make it Manageable. While it is admirable to have high
aspirations for one’s career development, to plan elaborate mentoring
activities may prove to be frustrating. For example, while participating in a
six month detail may be an attractive leadership development goal, completion
of a detail that spans half of a year may not be practical given current
responsibilities and mission priorities. Consider breaking the detail down into smaller manageable projects with
shorter timeframes. Not only has the
pressure been taken off, but what you now have in front of you is a plan that
is realistic and doable.
Make Monthly
Modifications. There are many events, situations and
responsibilities that ebb and flow in the course of one’s everyday life. As focus shifts to meet these new situations,
mentoring plans should also reflect these modifications and new directions. A sound mentoring plan should not be rigid,
but rather a fluid and flexible guide to assist in your mentoring journey. For instance, you may find yourself wanting
to explore another career direction as a result of various conversations with
your mentor. That is the perfect time to
revisit your plan and add or delete activities that are more closely aligned to
your new interests.
Make it Relevant. When coming up with mentoring activities,
consider the greater impact of the learning activity. Look for opportunities that give you a sense
of accomplishment yet are relevant and closely aligned with the mission of your
organization. For example, the
organization most likely has a number of meaningful projects and tasks that
will enhance your leadership capacity, solve a problem that crosses divisions,
or cultivates strategic relationships and partnerships. This is also an ideal
opportunity to solicit ideas from your supervisor. Your supervisor may be able to identify a
relevant learning activity that can yield a win-win situation for everyone
involved.
ASK A MENTOR
Your
mentor and supervisor are great resources for potential developmental
activities for your mentoring action plan. Given their professional level, they most likely will be able to give
you a few project ideas that address an existing need within the department or
organization. They also will be able to point you in the direction of
beneficial contacts. The following are a
few things to discuss with your mentor or supervisor:
·
Brainstorm ideas for
projects that could help the current mission.
o
Who would it affect?
o
What kind of doors would
it open for you?
o
What are the steps needed
to plan and execute?
o
Would it require
supervisor approval?
·
Review the timeline for
activities you have planned.
o
Is the timeline
reasonable?
o
What is important for you
to do now, and what can wait a couple months?
·
What are some outside
areas you are interested in?
o
Does your mentor know any
contacts in this area?
