ATD-LA is pleased to announce the initiation of a value-added Mentoring Program. The aim of the program is to match seasoned members who are ready, willing, and able to provide support and advice to chapter members who are:
All participants must be an ATD-LA chapter member and in good standing throughout the entire cycle of the program. This is a career development program and not a job placement program.
Interested members need to complete either a Mentor or Mentee application online and submit it with a current resume. The Mentoring Program Coordinators will review the applications, screen, and follow-up with and match applicants. All applicants will be notified whether or not they have been accepted into the program via email.
The program length is now a six-month cycle. Participants should submit their applications with current resumes at least two months prior to the beginning of each mentoring cycle.
This format allows the program coordinators to effectively monitor participants’ progress in the program and assist with career advancement strategies, professional development workshops and networking opportunities.
The cycles are listed below. Participants, both mentors and mentees, should submit their applications according to the following schedule:
April to September 2016
February 29, 2016, 5:00 p.m. PT
April to September 2017
March 1, 2017, 5:00 p.m. PT
The mentoring process is one in which a mentor and a mentee embark upon a journey of reflection, discovery, sharing of ideas, and skills development in support of the mentee’s professional growth. The mentoring relationship involves free, earnest, and frank collaboration in an atmosphere of confidentiality and mutual respect.
Mentoring is a way of turning dedicated professionals into leaders while leveraging the experiences of practitioners. The program pairs a more seasoned learning and development professional with a younger or less experienced individual within an industry or company. Mentors guide their mentees toward expanding their repertoire to further their careers.
The mentoring process is a relationship in which a mentor and a mentee embark upon a journey of sharing ideas and developing skills in support of success. The goal is to empower mentees by enhancing their skills and helping them strategically manage their careers.
Committed, seasoned industry professionals are recruited to serve as pro bono mentors to ATD-LA members for a cycle period. In these one-on-one sessions, mentors provide support, guidance, coaching and career advice on an as-needed basis. Mentors gain a profound personal satisfaction that comes from being of service to others and “giving back”. The meeting time commitment will be at least two hours per month and is expected of mentors.
Committed, open-minded, mature professionals are selected to participate as mentees. Whether you are a graduate or transitioning jobs, all mentees must have a valid ATD LA membership for a cycle period. In these one-on-one sessions, mentees ask questions, try new ideas, apply guidance and expand on career advice. A time commitment of up to two hours per month is expected of mentees. Those interested must apply online (see How to Apply in the Program section on this page), be screened and approved by the program coordinators before being accepted into the program.
Mentoring can be meaningful for all who are involved in the process and willing to participate in the relationship. Most importantly, mentees learn to take ownership of their careers, therefore ensuring their growth, commitment, and career advancement.
Mentoring can effect change faster than traditional forms of training because it meets the immediate needs of the mentee. The process provides the mentee the opportunity to receive immediate feedback, guidance and insight that allows the mentee to apply and improve performance.
The mentoring relationship typically has four distinct phases, and all participants must be available for the entire cycle:
FOUNDATION: During the first to second meeting, both the mentor and mentee are getting to know each other, and building trust. At this time, both the mentee and the mentor are developing expectations of each other. The interaction that occurs at this stage will lay the foundation for a strong and beneficial relationship.
GOAL SETTING: The goal phase is typically the most rewarding time for both mentor and mentee. The mutual trust, which has developed between the two, can give the mentee the confidence to process and challenge the ideas of the mentor, just as the mentor will process and challenge the mentee’s ideas.
COLLABORATING: This phase can be likened to nurturing growth as the seeds take root. It takes longer to complete than the other phases, as it is the implementation phase of the relationship – this is where the hard work must be done.
CLOSURE: The mentor-mentee relationship enters a closing phase, where both parties can determine the best way to disconnect from the formal stages of the mentoring process. They may choose to continue to have some form of interaction, although it is now on a more casual, informal, basis.
Volunteer chapter members manage the program pro bono. The program coordinators plan, arrange, and schedule group meetings, maintain an on-going relationship with all mentors and mentees, address any concerns that surface, while remaining external to the program. They serve as guides to the mentees and mentors during each cycle. Ideally, the coordinators have been prior mentors and adult learning practitioners. Additionally, they provide ongoing feedback about the results of the program to the ATD-LA Board of Directors.
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