Presentation is loading. Please wait.

Presentation is loading. Please wait.

Learning outcomes Tools for the mentors: double function Transfer competencies and evaluate the mentoring process.

Similar presentations


Presentation on theme: "Learning outcomes Tools for the mentors: double function Transfer competencies and evaluate the mentoring process."— Presentation transcript:

1 Learning outcomes Tools for the mentors: double function Transfer competencies and evaluate the mentoring process

2 One –to one relatioship Stages of the mentoring process from March 2013 to July I meeting= Mentor-Mentee in presenza (Building trust: starting phase) assessment skills and developing career plan 1.II meeting= Mentor-Mentee on line Networking 1.III meeting=Mentor-Mentee in presenza (Nurture the relation: active phase) Self awareness 1.IV meeting=Mentor-Mentee on line Creativity /project design 1.V meeting=Mentor-Mentee in presenza assessing personal strenghts 1.VI meeting= Ending (Evaluate and celebration: ending phase) Self evaluation: move forward

3 Meeting-Learning Outcomes MentorIIIIIIIVVVI Learning Outcomes Ability to understand mentees needs by giving him the tools to help him developing his self developmen t plan ; Ability to establish a meaningful relation; relationship managemen t; action planning and goal setting; Abiility to support the mentees in building his own network Ability to support the meetees in recollecting experiences bad or good from past learning experiences (formal or informal) Ability to support the mentee so that she/he can generate management skills Support the creativity of mentees, how to put ideas into practice Ability to support the mentees in assessing personal strengths in planning their career Ability to upport the mentees in evaluating the ending of the relationship by using the tools provided; Ability to recognise the end of the relationship and part in a mutual beneficial way Recognise achievement s/objectives obtained KnowledgeCultural sector; mentoring; Able to use the tools given; Understandi ng careers in the cultural sector; Knowledge of the area where the mentees intends to pursue a career Cultural sector; Importance of networking; Lifelong learning; Why creativity is important; SkillsActive listening; emotional intelligence; action planning; use of technology; able to build relationship; guidance and counselling skills; Professional distance Action planning; Self- management ; Networking skills; advocacy skills; Giving and receiving feedbacks; questioning skills; instruction skills Project managemnt skills; Risk managment skills; Problem solving skills; Creative thinking skills Problem solving skills; Action planning and goal setting skills Counselling skills; Networking skills; advocacy skills; AttributesSelf control; Patience; humility; Strong interest in giving something back by developing other cultural managers carrers Open minded; assertiveness Strong interest in developing others; self awareness and self management TimelineMarch 2013 April 2013 May 2013 June 2013 July 2013 July 2013

4 Meeting Learning Outcomes MenteeIIIIIIIVVVI Learning Outcomes Ability to identify available opportunities for personal, professional and/or business activities; increased awareness and understandin g of the specific cultural sector they would like to work Ability to Manage your own Network Ability to understand importance of self- awareness about acquired competencie s in the past(perceive d feasibility) Ability to design his/hers creative idea; Ability to communicate /sell his/hers idea well Ability to assess personal strengths in relation to his career plan; Ability to self- evaluation KnowledgeUnderstandin g of the cultural sector; Professional careers; Mentoring process; Role of the mentor and mentee Tools to use for networking; knowledge of key people in the organisation; Understandin g how they work; organisations communicati on strategy; Internal Organisation s dynamic and external dynamic Importance of lifelong learning (Formal and informal context) Project management process; Creativity tools Understandin g of the cultural sector; Professional careers; Formal and informal General understandin g of the emotional relationship cognitive process Skillsstrategic planning skills; self- marketing (communicati on and skills) Communicati on skills ; Social skills; networking skills Self-criticism skill; Collaborative skills; Creative thinking skills; Planning skills, analysis skills; teamworking skills Employability skills; self- marketing (communicati on and skills) Self- evaluation skills; AttributesOpen minded; proactivity;Fl exibility;stron g motivation; Coherency between interests and professional career; Honesty; respect;Sensi tivity; Dynamism;In dependece / Autonomy open to learn new things;Initiati ve; Curious, Open mind; proactive; Perserveranc e; resilience; Dynamis; Courage; spirit of initiative Resilience Structured Humility Open minded; flexibility; Spirit of iniative Diplomacy Responsible; Proactive Collaborative ; honesty ; humility; resilence DataMarzo 2013 Aprile 2013 Maggio 2013 Giugno 2013 Luglio 2013 Settembre 2013

5 Meeting Aims MentorIIIIIIIVVVI ModalitàOn presenceOn platformOn presenceOn platform Call voipe On presence Aims Build relatonship Negotiang: Share goals of mentoring Agree on confidentiality of discussion Clarify expectations and roles Decide criteria for success Become familiar with the webplatform Conclusion of the relationship Define agenda Help to Read the salient CV Mentee experiences. Monitoring learning process. Supervision on BWM Coaching Monitoring learning process. Supervision on BWM Vocational Orientation ToolsInterview Evaluation 3P Interview Evaluation 3P Interview Evaluation 3P DataMarzo 2013 Aprile 2013 Maggio 2013 Giugno 2013 Luglio 2013 Luglio 2013

6 Meeting Aims MenteeIIIIIIIVVVI ModalitàOn presence 2hr On platformOn presence 2hr On platform Call voipe On presence 2hr On presence AimsNegotiang: Share goals of mentoring Agree on confidentiality of discussion Clarify expectations and roles Decide criteria for success Become familiar with the webplatform Conclusion of the relationship Define agenda Register expectations Skills Assessment Explore Self Efficacy Narrative CV Skills assessment improve social skills Design your strategic network Manage networking Social network Skills assessment Explore Locus of control Coping Strategy Skills assessment Explore creative thinking Risk attitude Negotiation Skills assessment Explore Employability Realize your SPOT (Video CV) Sharing feedback on experience Evaluate one to one relation, closing of the mentoring relation ToolsInterview 3P Evaluation SWOT Movie Link BehavioralWork Mentees BWM Interview Evaluation 3P Movie Link BehavioralWork Mentees BWM Interview Evaluation 3P Video CV Final Interview DataMarch 2013 April 2013 May 2013 June 2013 July 2013 July 2013

7 3PInterview POSITIONAL Area (Now) Skills survey: Awareness of Self (Super 1984) Quali sono I learning outcomes da indagare? Self presentation (3 - 4 minutes) Describe how you would describe your own links Strength: "What are your Strengths?" What can you better? Weakness: "What are your Weaknesses?" What you can not? Opportunity: "believe what opportunities may arise from ferquenza of this course?" Threats: "Think what side effects may result from ferquenza of this course"? "(Risks in the short, medium and long term work itself) Express the degree of adequacy of the boy over to this area of expertise: not quite adequate adequate to very adequate PERFORMANCE area (past) Skills investigated: Locus of Control (Rotter) and Coping Styles Achievements: "I tell you a story of success" Failures and coping strategies :"I tell you a story of failure and how he reacted to tackling Express the degree of adequacy of the boy over to this area of expertise: not quite adequate adequate to very adequate 3. POTENTIAL Area (future) Skills investigated: Employability Prospects in the short / medium term, "as seen from here at 1 year / 3 years from now" Ambitions: "3 indicating areas / types of work to wish to enter Express the degree of adequacy of the boy over to this area of expertise: not quite adequate adequate to very adequate Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

8 MY SWOT StrenghtsWeakness Opportunities Threaghts Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

9 Aim ListsTo do list 1.Short medium Long Term Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

10 BWM BWM: there are operative tools like behavioural work that the mentee have to do during the session. Micro obiettivi che si possono monitorare online The BWM aim is assign practical exercise to build and improve the skills request by the learning outcome, refered to meeting and it will be used a measurable tool

11 I incontro MenteeMentor Learning Outcomes Knowledge Skills Attributes ToolsSWOT To Do 3Pinterview

12 I incontro Entrepreneurial Attributes Lautoefficacia. Quando si parla di autoefficacia si intende linsieme delle credenze e delle convinzioni nutrite dalla persona a proposito della propria capacità di attuare i comportamenti necessari al fine di raggiungere determinati obiettivi e risultati (Caprara, 2001) 12 Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

13 I incontro Entrepreneurial Attributes Achievement Motivation (AchM) The need for achievement is a distinct human motive which can be defined as a need for success or attainment of excellence. Individuals satisfy their needs through different means, and are driven to success for reasons both internal and external. McClelland asserted that while most people do not possess a strong achievement- based motivation, those who do, display consistent behaviour in setting goals. Achievement-motivated in- dividuals are different from gamblers or risk takers. They set achievable goals which they can influence with their effort and ability. This results-driven approach is almost invariably present in the character make-up of all successful business people and en- trepreneurs (Cassidy and Lynn 1989). The questions (Hermans 1970) used to indicate achievement motivation is Q3, 7 and 19 of main survey part 1. (See Table 1)

14 I incontro Tools-Mentee MY SWOT StrenghtsWeakness Opportunities Threaghts Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

15 Aim ListsTo do list 1.Short medium Long Term Valeria Caggiano– Enterpreneurship EI incontro Tools-Mentee ducation: Traits and Views to manage to entrepreneurial organization

16 I incontro Tools-Mentor POSITIONAL Area (Now) Skills surveyed:Self efficacy Self presentation (3 - 4 minutes) Describe how you would describe your own links Strength: "What are your Strengths?" What can you better? Weakness: "What are your Weaknesses?" What you can not? Opportunity: "believe what opportunities may arise from ferquenza of this course?" Threats: "Think what side effects may result from ferquenza of this course"? "(Risks in the short, medium and long term work itself) Express the degree of adequacy of the boy over to this area of expertise: not quite adequate adequate to very adequate

17 II incontro MenteeMentor Learning Outcomes Knowledge Skills Attributes ToolsBWM3P

18 II incontro Entrepreneurial Attributes Meta- Cognitive Activity (MC) Simply defined, meta-cognition is thinking about thinking (Jennifer A. Livingston, 1997). It refers to the higher order thinking that involves active control over the thinking processes involved in learning. It consists of two basic processes occurring simulta- neously: monitoring our progress as we learn, and making changes and adapting our strategies if perceived that we are not doing so well (Winn and Snyder, 1998). Its about self-reflection, self-responsibility and initiative, as well as goal setting and time management. Activities such as planning how to approach a given learning task, moni- toring comprehension, and evaluating progress toward the completion of a task are meta- cognitive in nature. Metacognitive skills include taking conscious control of learning, planning and se- lecting strategies, monitoring the progress of learning, correcting errors, analyzing the effectiveness of learning strategies and changing learning behaviors and strategies when necessary. (Ridley et al. 1992) A successful entrepreneur should be a good learner with meta-cognitive skills. The questions (Rybowiak et al 1999) constructed to measure meta-cognitive activity include, 2, 9, 12 and 16. (See Table 1)

19 III incontro MenteeMentor Learning Outcomes Knowledge Skills Attributes Tools

20 III incontro Entrepreneurial Attributes Locus of control interno. Il locus of control viene definito come la modalità di interpretazione degli eventi che accadono secondo la polarità interno/esterno e indica la percezione del soggetto relativa alla possibilità di controllare gli eventi (Meazzini, 1996). Il locus of control interno considera che gli eventi e le situazioni di vita si trovino sotto il proprio controllo: ovvero, lindividuo ritiene che la vita sia un percorso in cui, ad avere un ruolo importante, sono le proprie scelte, le proprie azione e il proprio impegno. Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

21 III incontro Entrepreneurial Attributes La proattività. Il significato di questo costrutto risiede nella capacità di anticipare problemi futuri, esigenze e cambiamenti. Una persona proattiva è quella che sa operare senza attendere che qualcosa accada, ma prende piuttosto liniziativa per realizzare ciò che è giusto e necessario. In altre parole, la proattività identifica la capacità di reagire agli eventi in modo consapevole e responsabile non lasciandosi condizionare dalle proprie impulsive remore psicologi­che e dalle circostanze ambientali esterne. Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

22 III incontro Entrepreneurial Attributes Risk taking. Gli imprenditori sono, per loro natura, portatori di incertezze, poiché si confrontano continuamente, in maniera volontaria o involontaria, con le sfide provenienti da situazioni ambigue e con le possibili perdite di capitale finanziario o sociale. Ed è proprio questo spirito di incoscienza che li incoraggia a rivolgere la propria attenzione e i propri sforzi verso la realizzazione di nuove imprese. Valeria Caggiano– Enterpreneurship Education: Traits and Views to manage to entrepreneurial organization

23 III incontro Tools-Mentor PERFORMANCE area (past) Skills investigated: Locus of Control (Rotter) and Coping Styles Achievements: "I tell you a story of success" Failures and coping strategies :"I tell you a story of failure and how he reacted to tackling Express the degree of adequacy of the boy over to this area of expertise: not quite adequate adequate to very adequate

24 IV incontro MenteeMentor Learning Outcomes Knowledge Skills Attributes Tools

25 V incontro MenteeMentor Learning Outcomes Knowledge Skills Attributes ToolsSpot Video CV 3P

26 V incontro Entrepreneurial Attributes Employability. Questo costrutto si inserisce in quella parte della metodologia di ricerca che si colloca nel versante della psicologia positiva, ovvero quella parte della psicologia che si occupa dello studio degli aspetti che possono incrementare il benessere della persona, sempre più minacciato dallinstabilità del lavoro, oggi incerto e insicuro. Valeria Caggiano– Enterpreneurship EdIVcation: Traits and Views to manage to entrepreneurial organization

27 V incontro Tools-Mentor 3. POTENTIAL Area (future) Skills investigated: Employability Prospects in the short / medium term, "as seen from here at 1 year / 3 years from now" Ambitions: "3 indicating areas / types of work to wish to enter Express the degree of adequacy of the boy over to this area of expertise: not quite adequate adequate to very adequate

28 VI incontro Tools-Mentor Analizzare il percorso fatto e tutti gli strumenti analizzati

29 Tools for tutor Adeguatezza rispetto al percorso Funzionalità rispetto agli strumenti Soddisfazione rispetto alla relazione


Download ppt "Learning outcomes Tools for the mentors: double function Transfer competencies and evaluate the mentoring process."

Similar presentations


Ads by Google