PMIWDC Mentor/Protégé Program

PROGRAM OVERVIEW

The PMIWDC Mentoring Program was created to facilitate the development and enhancement of project management competencies for the Chapter members. The goal of the program is to provide Chapter members with the opportunity to both share experiences and develop project management skills in a chosen area or industry. 

The PMIWDC Mentoring Program is a members-only program. The program is a one-on-one relationship between a seasoned PMP professional and a developing project management professional to develop the skills needed to meet the evolving demands of our profession. 

The program is voluntary, and is governed by formal guidelines and goals designed to provide structure to the mentor protégé relationship.

During the six-month formal program duration, the Mentor Protégé team will focus on developing and enhancing project management competencies embodied in the PMI Talent Triangle. (i.e., technical project management, leadership, and strategic and business management.

A program guide will provide structure to the program.  Participants will be encouraged to take part in web-base mentoring training and read selected mentoring guides.

The PMIWDC Mentoring Program also contains a military transition component. This provides veterans, interested in joining the program management profession, the opportunity to be paired with a mentor with a military background.

Program Requirements

Eligibility Requirements

  • Maintain PMIWDC Chapter membership throughout the program period
  • Attend and participate in program activities and complete requirements
  • Applicants to the military transition mentor protégé program must be serving or have served in the US Armed Forces.

Protégé Requirements:

  • Interest and commitment to proactively coordinate with and meet with a designated mentor throughout the mentoring program period.
  • Commit 2-5 hours/month for mentoring activities.

Mentor Requirements:

  • Seasoned / Experienced in the professional Project Management field (certified, licensed, length of experience, etc.).
  • Meet program requirements and coordinate with designated protege throughout the Mentoring Program period.
  • Commit 2-5 hours/month for mentoring activities.

WHAT IS MENTORING

Mentoring is a developmental partnership through which one person shares knowledge, skills, information, and perspective to foster personal and professional growth of someone else. PMIWDC PMP professionals volunteer as mentors to assist in the professional development of PMIWDC members that seek to enhance their program management knowledge and skills. 

The three components of a mentor protégé relationship are:

  • Protégé
  • Mentor
  • Mentor/Protégé relationship

Role of the Protégé:

The role of the protégé in a one-on-one relationship is to prepare and share with a mentor a set of goals and objectives he/she hopes to develop as a result of the relationship. The protégé will make a commitment to the mentor to work through these goals and objectives.  Considering this is a voluntary arrangement, respecting the limits of the mentor’s time and attention is important.  A protégé must be willing to accept the suggestions and advice of the mentor.

Protégé Roles and Responsibilities:

  • Initiate and maintain contact with the mentor
  • Clearly communicate development needs and goals
  • Be open to new ideas and approaches
  • Be willing to have open and honest dialogue with your mentor
  • Take initiative in managing the relationship
  • Set and work towards goals and take responsibility for your own development

Role of the Mentor: 

The mentor’s main role is to provide guidance that may help the protégé develop and strengthen his/her project management competencies. The mentor is also a sounding board, offering an open ear, empathy, encouragement and support.  The mentor may assist a protégé in improving their skills through advice, feedback and dialogue.

Mentor Roles and Responsibilities:

  • Be available
  • Be a listener
  • Is a source of constructive feedback
  • Is a “safe’ person for a protégé to go to
  • Should share relevant experiences and insights as appropriate
  • Challenge the protégé to think for herself

Mentor Protégé Relationship

The program is voluntary, and is governed by formal guidelines and goals designed to provide structure to the mentor protégé relationship.

Keys to a successful relationship:

  • Maintain confidentiality
  • Recognize and value individual differences
  • Listen and ask questions
  • Provide honest, constructive feedback and be receptive to receiving feedback

Mentors are expected to:

  • Offer challenging ideas
  • Act as a sounding board
  • Coach and teach by example
  • Share networking strategies
  • Help build self-confidence
  • Offer encouragement and wise counsel

Protégés are expected to:

  • Initiate contact with the mentor
  • Take initiative in managing the relationship
  • Be open to new ideas and approaches
  • Assess abilities objectively
  • Take action to modify behaviors and develop skills
  • Set and work towards goals and take responsibility for own development

Characteristics of successful mentoring relationships:

  • Reciprocity: Both mentor and protégé gain in some way from the relationship.
  • Mutual Respect: Both parties respect each other’s time effort and qualifications.
  • Clear expectations: Protégés need to take charge and actively manage the relationship
  • Personal connection: Actively listening and reflecting back on what you heard.
  • Shared values: Both mentor and protégé share common values 

 

Characteristics of failed mentoring relationships:

  • Poor communications
  • Lack of commitment
  • Personality differences
  • Perceived (or real) competition
  • Conflict of interest

How the Program Works

The program matches project management protégés to work with seasoned PMP professionals who can best support their developmental needs.

Each mentor protégé pair will establish and build a foundation for a successful mentoring relationship with learning and development at its core and the fulfillment of clear mutually defined goals as its intention.

The mentoring pairs will agree on the goals of their partnership and the frequency of their mentoring meetings. 

They will complete a mentoring partnership agreement and develop a Mentoring Action Plan that translates goals into easily executable and attainable steps.  

They will work towards accomplishing these agreed-upon learning goals within the time available within the formal program.

The formal program concludes with the Mentor Protégé pairs closing the formal relationship and redefining the relationship moving forward and providing feedback to the program in the form of lessons learned.

Mentor Protégé pairs will be expected to meet a minimum of two hours per month in addition to attending the required Kick-off and Check-In meetings.  

Protégé Program Participation Fee: 

$150.00 is required from all selected Protégé applicants.  Military protégés will receive a discount. This fee will be applied to cover program administration.  

Professional Development Units (PDU) Credit:

Mentors: Giving Back PDU.
Protégés: Educational PDUs.

Recommended Reading: Educational PDUs

 

2020 Program Schedule

January - February 2020: Application Period
March 2020: Mentor/Protégé matching
April 2020: Kick-off meeting, Orientation and Training  (2 hours)
June 2020: Check-in #1, Face-to-face Meeting  (2 hours)
August 2020: Check-in #2, Face-to-face Meeting  (2 hours)
October 2020: Lessons Learned Session

 

Program Benefits:

The PMIWDC Mentoring Program is intended to assist mentors and mentees to obtain a specific skill or set of skills while giving back and sharing past experiences and lessons learned.

For mentees specifically, the program offers a way to:

  • Work through a current problem in managing a project
  • Obtains ideas for how to become more effective
  • Fast forward project management skills or solidify a specific skill to be applied in any situation
  • Increase PM competencies
  • Earn 1 PDU for each hour of qualifying mentoring activity (Education)

 

For mentors, the program creates the opportunity to:

  • Give back to the profession by sharing knowledge and wisdom
  • Have a meaningful impact on an individual’s PM skill sets
  • Build deeper relationships with other PMIWDC members or prospective members
  • Earn 1 PDU credits for each hour of qualifying mentoring activity (Giving Back, Education)

 

 

Program Participant Testimonials

The PMIWDC Mentor Protégé Program was initiated in 2007.  The following are some of the feedback from program alumni:

“One of the key benefits I received was continually refining my mentoring skills and the ability to coach the mentee on activities to enhance workplace and professional experience." - Program Mentor

“I learned key factors about Leadership and having a mentor and being proactive and open minded to gain the knowledge a Mentor is willing to share and provide to reach my goals with confidence. Also, the importance of communicating effectively to foster healthy relationships.” - Program Protégé

“Our training sessions provided perspective: New training opportunities. The guest speakers were great. Learning the differences between coaching and mentoring and how to listen effectively” - Program Mentor

“Special thanks to the mentoring committee in making this experience a good experience.” - Program Protégé

“The program is loosely structured, this gives mentors and mentees opportunity to tailor and execute a development program that meets their requirements. This is a keeper.” - Program Mentor

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