Roles in Peer Mentoring
Who is responsible for what?
Since peer mentoring is usually very informal, participants’ roles and responsibilities are often vague. Here we define the job descriptions of the manager, mentor and apprentice as they apply to your company. Then we outline the goals that will make peer mentoring successful.
Managing Communication
How do I stay in touch and still get my own job done?
Most peer mentors maintain a full workload while supporting their colleagues. This discussion offers practical tips for keeping daily interactions useful while still getting normal work done. Specific topics include planning effective meetings, creating targeted agendas and developing a working feedback loop.
Focusing on the Most Important Information
Where do I start?
Too often a peer mentor’s vast knowledge overwhelms the new hire. This discussion helps mentors figure out where to begin, what doesn't need to be said and how to organize needed information into manageable, useful chunks.
Telling What You Know
How much should I cover?
Here we deliver basic teaching techniques that mentors can easily apply in real time. They will learn how to identify the “least amount of information necessary” to make their point, how to successfully store skills and information in their long-term memory and the keys to giving effective demonstrations.
Leveraging Learning Styles
What if we aren’t on the same page?
Not everyone learns the same way, so peer mentors shouldn’t teach the same way. This discussion outlines some key learning styles and helps the mentor recognize which style best fits an apprentice. Then they can adjust their teaching and make the mentoring process successful.
Assessing Knowledge Transfer
How do I know if they are learning anything?
Figuring out if an apprentice understands requires more than just asking, “Are you with me?” Mentors must determine the apprentice’s knowledge before beginning and then track their progress with effective assessment tactics. This discussion helps mentors formulate simple questions to make sure they're not wasting time talking at the wrong level.
Giving and Getting Feedback
When and how should I say what I am thinking?
Unlike teaching, feedback involves negotiations among peers who are working together to get a job done. In this discussion, mentors learn to shift their focus from people to goals and to explore several strategies that improve giving and getting feedback.
Developing an Action Plan
What am I going to do with what I’ve learned?
No training is of value if it doesn't create change in the students who attend. Here we teach mentors to look for “triggers” that remind them to use the skills and tools presented. They learn to identify and avoid obstacles to success, and to share these principles of communication with a larger group. Worksheets are included to provide guides for success once they’re back in the work environment.