iemp goal setting guide .pdf

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Original filename: iemp-goal-setting-guide.pdf
Title: Everwise Goal Setting Guide
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GOAL SETTING GUIDE

 

SETTING GOALS FOR YOUR MENTORING EXPERIENCE
Welcome to the Irish Executive Mentoring Program!
Before beginning the mentoring experience, it’s a good idea to define specific workplace skills and goals
you want to address with your mentor over the next six months.
The exercises in this workbook will help you identify your current strengths and areas of improvement,
and set two basic goals as a starting point.
SEEKING ADVICE IS AN ACTIVE EXPERIENCE.
As with any relationship, you'll get just as much out of the mentoring relationship as you’re willing to put
in – so it’s up to you to be an active participant.
The mentoring relationship involves you and your mentor working as equals toward a goal.


The protégé identifies developmental needs that require advice and support beyond what a
manager or supervisor can provide in ordinary, on-the-job coaching.



The mentor possesses the knowledge, experience, or perspective the protégé needs and is willing
to make that expertise available to them.

IEMP

 

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STEP ONE: SUMMARIZE YOUR STRENGTHS AND DEVELOPMENT NEEDS
First, think about your current position and summarize your strengths and development needs. It’s often
helpful to review past performance evaluations and recall feedback from managers and co-workers.
One example appears below.
STRENGTHS

DEVELOPMENT NEEDS



I am aggressive in seeking solutions to
business challenges.



I need to shorten response time to internal
customers.



I provide excellent service to external
customers.



I need to become more knowledgeable about
other divisions.



I communicate clearly.



I need to improve my listening skills.



I am conscientious and diplomatic.



I need to develop conflict-resolution skills.

Now list your strengths and development needs.
MY STRENGTHS






MY DEVELOPMENT NEEDS






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STEP TWO: SET YOUR GOALS
Next, formalize the goals for your mentoring relationship. Articulating your goals will help you more
effectively share them with your mentor. These goals will provide the foundation and focus for your
conversations over the six month program cycle.
Your goals may be related to leveraging your strengths, addressing your development needs, or taking
your next career step.
Consider the SMART model as you set your goals. Each goal should be:


Specific, Measured, Achievable, Realistic and Time-bound

EXAMPLE GOAL:

I know that one of my company’s goals is to build organizational competency around change
management. I want to lead a highly visible change project that will require me to influence and lead a
cross-functional team within the next 12 months.





Successfully lead the new change initiative
Influence effectively up and across the organization
Develop my strategic thinking skill set

ACTION STEPS / ACTIVITIES

1

Meet with my manager to identify opportunities to provide direction to a
team of people working on a short-term change project.

2

Identify project management courses/resources that can improve my skills in
this area.

3

Identify conflict resolution courses/resources that can improve my skills in
this area.

4

Interview other project leaders within my organization to find out more about
their leadership responsibilities and experiences in managing cross-functional
teams.

TARGET DATE

DISCUSSION TOPICS FOR MY MENTOR

A

Learn from my mentor’s experiences with organizational change

B

Explore different change management tools and approaches

C

Obtain and practice coaching skills to help people deal with change

D

Balance the strategic with the tactical

E

Discuss observations of the organization’s cultural norms, the written and unwritten rules so that I
can understand how to lead effectively within my company

F

Discuss results of Action Steps with my mentor for additional feedback

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Limit yourself to a maximum of two goals for your mentoring partnership. Quality is important here –
spend time developing a comprehensive plan for each goal.
MY FIRST GOAL

Describe goal here
ACTION STEPS / ACTIVITIES / RESOURCES

TARGET DATE

DISCUSSION TOPICS WITH MY MENTOR

MY SECOND GOAL

Describe goal here
ACTION STEPS / ACTIVITIES / RESOURCES

TARGET DATE

DISCUSSION TOPICS WITH MY MENTOR

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STEP THREE: IDENTIFY “AT LARGE” TOPICS
The final step of the goal setting process is to identify “at-large” topics that you would like to discuss with
your mentor in addition to the core goals you’ve identified. These topics may or may not be related to
your core goals.
Identify two or three topics below. (For example: industry challenges, cultural realities, organizational
politics, etc.)
AT-LARGE TOPICS

 
 
 
 

IEMP

 

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