Here is the JVS Toronto powerpoint presentation from the October 30th PINs "Nuts & Bolts" Group Mentoring training

1. Helping People Succeed

2. INTERCULTURAL MENTORING NETWORK
NUTS AND BOLTS TRAINING
Link to Administrator’s kit –
http://alliescanada.ca/how-we-can-help/mentoring/group-mentoring/

3. WHAT IS MENTORING?
Mentoring vs. Coaching
Mentor Coach
Focus Individual Performance
Role Facilitator with no agenda Specific agenda
Relationship Self selecting Comes with job
Source of Influence Perceived value Position
Personal returns Affirmation/learning Teamwork/perform.
Arena Life Task related
Matt M. Starcevich, Ph.D., CEO, Centre for Coaching & Mentoring, Inc.
http://www.coachingandmentoring.com/Articles/mentoring.html

4. OBJECTIVES
1. Provide overview of the partnership model
2. Define and describe role of Coordinator
3. Define and describe available resources
4. Describe group mentoring program using four pillars
5. Describe and discuss some of the obstacles to a successful mentoring
experience
6. Questions and answers

5. PARTNERSHIP MODEL
• Coordinator in each community
• Coordinator is responsible for mentor and mentee recruitment
• JVS Toronto staff trains coordinator and provides support
• JVS Toronto staff team responsible for, reporting, evaluation, financial
management and provision of support for delivery of the mentoring program
• JVS Toronto hosts cross-cultural events, including training workshops,
program launches and recognition events
• TRIEC will provide support and assist with provision of training materials and
resources as needed
• A representative of each community/partnering agency is required to
participate on the program steering committee

6. PARTNERSHIP MODEL
PARTNERS
TRIEC JVS TORONTO PINs
-Coordinators
-Mentors
-Mentees
STEERING COMMITTEE

7. ROLE OF COORDINATOR
• Main liaison in each community
• Mentor and mentee recruitment
• Provide mentee and mentor resources
• Conduct orientation/training sessions for mentors and mentees
• Assist in arrangements for launch
• Assist in coordination of mentoring sessions
• Assist in providing follow-up support to mentees and mentors
• Follow-up with mentor and mentees re: Completion of
evaluation forms as needed
• Assist in arranging cross cultural events
• Attend coordinator meetings

8. AVAILABLE RESOURCES
• Program Administration Guide
• Mentor Resource Kit
• Mentee Resource Kit
• Mentor/Mentee Recruitment Flyers
• Mentor/Mentee Application
• Consent Forms
• Partnership Agreement
• Evaluation Forms

9. PILLARS OF THE MENTORSHIP PROGRAM
Part 1: Program Planning
Part 2: Mentor and Mentee Intake Processes
A well planned program enhances success as it will
meet the organizations’ and people needs.
Key aspects include: Identifying, selecting and matching participants
maximizes the learning. The effort is to find the best
• Vision and expected outcomes
available match for development goals.
• Objectives for the program
• Determine program benefits Key aspects include:
• Roles & responsibilities
• Mentoring Program Model • Recruit mentors and recruit mentees
• Appreciation processes for the participants • Match mentors and mentees
Part 3: Orientation, Training, Support, Monitoring Part 4: Evaluation, Reporting and Adjustment
Preparing mentors and mentees for a mentoring The evaluation captures progress and outcomes.
relationship assures the transfer of knowledge and Direct feedback from participants, both qualitative and
skills. quantitative, that goals have been achieved will meet
Key aspects include: the needs of the participants and demonstrate the
value of mentoring.
• Orient and prepare mentors Key aspects include:
• Orient and prepare mentees • Outcomes and satisfaction survey
• Report outcomes & satisfaction
• Review and implement continuous improvements

10. PROGRAM COMPONENTS
• Mentor recruitment, screening and selection
• Mentee recruitment, screening and selection
• Mentor Orientation/Training
• Mentee Orientation/Training
• Program Launch
• Program Wrap up
• Mentoring Sessions
• Support
• Evaluation

11. PROGRAM DESCRIPTION
Sector specific mentoring groups:
• 5 full group-mentoring sessions (each session will be for 3 hours);
not including the launch
• Sessions held over a 10-week period
Each session will consist of the following participants:
• One mentor
• 4-6 mentees

12. PART 1: PROGRAM PLANNING
A well planned program enhances success as it will meet the
organizations’ and people needs.
Key aspects include:
• Vision and expected outcomes
• Objectives for the program
• Determine program benefits
• Roles & responsibilities
• Mentoring Program Model
• Appreciation processes for the participants

13. PROGRAM PLANNING
Mission:
Group mentoring is a unique form of support, where people looking for work
(mentees) can connect with a professional working in their field (mentor) over
a period of five group meetings.
Group mentoring provides job seekers with a quick and effective way to
enhance their networks and makes excellent use of our volunteer mentor
resources.

14. PROGRAM PLANNING
Expected Outcomes:
•Mentees will be better informed and equipped to obtain suitable employment in
or related to their fields of expertise.
•They will obtain the sector-specific information and knowledge necessary to
assist them in establishing their careers in Canada.
•Through exposure to their mentor’s personal and professional experiences,
mentees will gain valuable information on how to pursue their goal of being
employed in an appropriate field.
•The mentees will gain the confidence and motivation required to actively pursue
their employment goals.
• Mentees will begin to build and maintain their network within the group.
•Through an informal support and networking group, mentees will be encouraged
to explore various avenues that may facilitate their gainful employment.

15. PROGRAM PLANNING
Mentoring Objectives:
Through group mentoring, mentees can:
• Learn about Canadian workplace culture and industry trends
• Identify educational and technical skills required to meet market
demands
• Receive guidance through the licensing and accreditation process
• Acquire support through the job search process
• Establish professional networks
• Improve professional terminology
• Build confidence in a new culture

16. PROGRAM PLANNING
Mentee Benefits:
• Increased self-knowledge and awareness
• Obtain strategic tools for ongoing career development and
success
• Enhance communication skills
• Develop professional etiquette
• Identify talents needed in the Canadian workplace
• Build their network for work and career success
• Become employed in their field of expertise

17. PROGRAM PLANNING
Mentor Benefits:
• Increased self-knowledge and self awareness
• Optimize coaching and mentoring skills
• Build leadership excellence
• Dialogue with and learn from the experiences of internationally
trained people
• Share knowledge and wisdom and explore new ideas and
perspectives
• Learn about and contribute to the community

18. ROLES AND RESPONSIBILITIES
JVS Toronto:
• Train Coordinator and provide support (including job search skills
and resources, referral to other programs)
• Reporting, evaluation, financial management and hands on
delivery of the mentoring program including facilitation of matches
• Host cross cultural events, including training workshops
TRIEC:
• Provide support and assist with provision of training materials and
resources as needed
Program Steering Committee:
• A representative of each community/partnering agency is required
to participate on the program advisory committee

19. ROLES AND RESPONSIBILITIES
Coordinator:
(Already covered on slide # 7)
Mentor:
Ref page 7 of Program Administrator Kit (online copy)
Mentee:
Ref page 7 of Program Administrator Kit (online copy)

20. MENTORING PROGRAM MODEL
PROGRAM GOALS
Mentors Enroll Mentees Enroll
Mentors/mentees matched
Mentor and mentees Orientation
Mentoring agreement established
5 - meetings
Mentor’s follow-up & evaluations Mentee’s follow-up
Agreements conclude & Evaluation

21. APPRECIATION PROCESS
• Mentor recognition/appreciation events
• Mentor appreciation certificates
• Mentee participation certificates
• Process for mentees to acknowledge the efforts of mentors
• Thank you letters to mentors and mentees
• Share appreciation ideas

22. PART 2: MENTOR AND MENTEE INTAKE PROCESSES
Identifying, selecting and matching participants maximizes the
learning. The effort is to find the best available match for
development goals.
Key aspects include:
• Recruit mentors and recruit mentees
• Match mentors and mentees

23. PART 2: MENTOR AND MENTEE INTAKE PROCESSES
Mentee Intake Process:
• Carefully select mentees who are ready to pursue an active
job search
• Conduct mentee interview
• Use mentee goals as the reference for matching mentor
with mentees
(see procedures on page 11 of online Program Administrator
Kit)

24. MENTEE SUITABILITY
An internationally trained professional who is new to Canada (less than 3
years in Canada) and looking for guidance on how to find employment in
their profession and industry.
• Previously worked in their profession for at least two years
• Have no or limited Canadian experience in their profession
• Have had or is currently undergoing job search training and has
Canadian style resume and cover letter
• English language proficiency at CLB level 7 or higher
• Able to spend at least twenty hours a week in active job search
• Highly motivated and committed to looking for work in their
profession in Canada
• Responsive and willing to act on the guidance offered by their
mentor
• Able and Committed to attending all mentoring sessions

25. PART 2: MENTOR AND MENTEE INTAKE PROCESSES
Mentor Intake Process:
• Carefully select mentors who have the skills and
knowledge needed by the mentees
• Conduct mentor interview
• Use mentee goals as the reference for matching mentor
with mentees
(see procedures on page 12 of online Program
Administrator Kit)

26. MENTOR SUITABILITY
A Mentor is a professional working in a similar profession and
industry who can guide newcomers in their job search process
• Have successful professional work experience in Canada (preferably 2
years or more)
• Be sensitive to challenges faced by newcomers to Canada
• Have good interpersonal communication skills
• Enjoy sharing knowledge
• Understand Canadian workplace culture
• Know skills required to meet market demands
• Be aware of licensing issues specific to their occupation/profession
• Be in good standing with relevant regulatory bodies in their industry
• Make a time commitment to attend all sessions

27. PART 3: ORIENTATION, TRAINING, SUPPORT, MONITORING
Preparing mentors and mentees for a mentoring
relationship assures the transfer of knowledge and
skills.
Key aspects include:
• Orient and prepare mentors
• Orient and prepare mentees

28. MENTOR ORIENTATION TRAINING (SAMPLE)
• Overview
• Introductions
• Excites and Concerns
• Cycle of the Mentoring Relationship (see page 22 of
mentor/mentee kit)
• Roles, Responsibilities
• Background Preparation for the Mentoring Action Plan and
Agreement
• Coaching Technique for Managing Conflict

29. MENTEE ORIENTATION TRAINING (SAMPLE)
• Overview
• Introductions
• Excites and Concerns
• Cycle of the Mentoring Relationship
• Roles, Responsibilities
• Background Preparation for the Mentoring Action Plan
and Agreement
• Working with a Mentor

30. LAUNCH OF MENTORING SESSION
• Mentors and mentees meet
• Group establishes relationships and set expectations
• Group discuss and agree on meeting schedule

31. CONDUCT OF MENTORING SESSIONS
• Assist in arranging accommodation for mentoring
sessions
• Check with mentor for evaluations and
attendance
• Check in to ensure that sessions are going
smoothly

32. SUPPORT
• Monitor to ensure that the relationships are on track
• Respond to questions/queries from mentors and
mentees
• Share job postings and job fair information with group
• Refer mentors and mentees to other resources for
job search and other support
• Discuss mentees’ improvements with mentors
• Determine if efforts are delivering results

33. PART 4: EVALUATION, REPORTING AND ADJUSTMENT
The evaluation captures progress and outcomes. Direct
feedback from participants, both qualitative and quantitative,
that goals have been achieved will meet the needs of the
participants and demonstrate the value of mentoring.
Key aspects include:
• Outcomes and satisfaction survey
• Report outcomes & satisfaction
• Review and implement continuous improvements

34. OBSTACLES TO SUCCESSFUL MENTORING
• Mentor and mentees under or unprepared
• Mentor’s lack of sufficient knowledge/awareness of newcomer
obstacles
• Mentor’s lack of adequate professional contacts
• Mentor too busy
• Unreasonable expectation of mentees
• Mentees not trained in job search strategies and techniques
• Mentees not actively job searching
• Mentor and mentees not fully utilizing resources at their disposal,
including mentoring coach

35. “We make a living by what we get,
we make a life by what we give”
Winston Churchhill

37. CONTACT INFORMATION
Debroy Chan
Manager, Mentoring Services
(416) 649 1631
dchan@jvstoronto.org
Farah Alizadehahi
Employment Counsellor/Mentoring Coach
(416) 649 1658
falizadehahi@jvstoronto.org

38. Jewish Vocational Service
Head Office
74 Tycos Drive, Toronto ON
416-787-1151
www.jvstoronto.org
JVS Toronto, a non profit, non-sectarian organization,
is a proud member agency of: