Interpersonal relationship

MENTORING
Mentor- an experienced, productive senior employee who helps develop a less
experienced employee (protg).
Most mentoring relationship develop informally as a result of interest and
values shared by the mentor and protg.
Employees with certain personality characteristics are most likely to seek
mentor and be an attractive protg for a mentor.
o Personality characteristics- like emotional stability, the ability to adapt their
behavior base on situation, and high needs for power and achievement.
Mentoring relationship can also develop as part of a planned company effort.
Benefits of mentoring relationship
Protg benefit.
1. Career support- includes coaching, protection, sponsorship and
providing challenging assignment, exposure and visibility.

2. Psychosocial support- serving as a friend and role model, providing
positive regard, and acceptance.

3. Higher rate of promotion, higher salaries and greater organizational
influence.
Mentor benefit.
1.Opportunities to develop interpersonal skill.

2.Increase their feeling of self-esteem and worth
in the organization.

3.Gain knowledge about new development in
their field
Group mentoring program- a program
pairing a successful senior employee with a
group of four to six less experienced
protg.
COACHING
Coach- a peer or manager who works with an employee
to motivate, help develop skills, and provide
reinforcement and feedback.
Three roles a coach can play.

1. Be one-on-one with employee.-giving feedback

2. Help employee learn from themselves.- helping them find
experts that could assist them in their concerns.

3. Providing resources. giving them mentors, courses, and job
experiences to employees
SELF ASSESMENT
REALITY CHECK GOAL SETTING ACTION PLANNING
STEPS IN CAREER DEVELOPMENT PLANNING
1. SELF-ASSESMENT- refers to the use of information by
employee to determine their career interest, values,
aptitude, and behavioral tendency.

Employee responsibility- identify opportunities and needs.

Company responsibility- provide assessment information to
identify strengths, weakness, interst and values
2. REALITY CHECK- refers to the information employees receive about
how he company evaluate their skills and knowledge and where they fit
into the companys plans( potential promotion opportunities and lateral
moves)

Employee responsibility- identify what needs to be develop

Company responsibility- communicate performance evaluation, where
employee fit in long-range plans of the company
3. GOAL SETTING- refers to the process of employees
developing short and long-term career objectives.

Employee responsibility- identify the goal and method to
determine goal progress

Company responsibility- ensure that goal is specific,
challenging and attainable; commit to help employee
meet the goal
4. ACTION PLAN- employees determine how they will achieve
their short and long-term career goals.

Employee responsibility- identify steps and time table to reach
goals

Company responsibility- identify resources employees needs
to reach goals, including courses, work experiences,
relationship.