NTPS Aboriginal Employee Mentor Program (AEMP)

Mentor Workshop - Day 1

Office of the Commissioner for Public Employment (OCPE)

Aboriginal Employment and Career Development

Acknowledgement of Country

Introductions - Activity

Turn to the person next to you and answer the following:

1. What is your name and where are you from?

2. What agency do you work for and what is your role?

3. Why do you want to be a Mentor?

Workshop Agenda

• Program background and purpose

• Resources

• Challenges / Activities

• Explore – what is mentoring?

• Cross-cultural mentoring

• Success factors and barriers

• Mentor registration process

• Listening and questioning techniques

Background

• NTPS Aboriginal Employment and Career Development Strategy 2015-2020 – key action

• Objective – support personal and professional goals of the Mentee

• Program duration of up to 12 months

• AEMP consists of two workshops

• 2 Day Mentor Workshop

• 1 Day Mentee Workshop

The Mentoring Journey

Methodology: The Blended Learning Model

Mentor Resource Book

Program Resources

Mentor Workbook

Challenge 1: What is the key purpose of the Aboriginal Employee Mentor Program (AEMP)?

• To support, retain, develop and empower Aboriginal Employees.

• Encourage participation.

• Build capabilities and develop careers in the NTPS.

Program Purpose

Challenge 2: VIPS Personal Profile

List your top three Values, Interests, Personality and Skills (VIPS)

Example:

VIPS Personal Profile

VALUES 1. Relationships (S) 2. Compassion (S) 3. Security (C)

INTERESTS 1. Health (S)2. Analyseinformation (I)

3. Work in Office (C)

PERSONALITY 1. Honest (R) 2. Respectful (C) 3. Friendly (S)

SKILLS1. Precision work (R)

2. Gather information (I)

3. Implement (C)

The RIASEC Indicator shows the type of person you are and what work environment or business may best suit you. These preferences affect the way we lead, manage, interact with others and respond to situations.

RIASEC Profile

VALUES 1. Relationships (S) 2. Compassion (S) 3. Security (C)

INTERESTS 1. Health (S) 2. Analyse information (I) 3. Work in Office (C)

PERSONALITY 1. Honest (R) 2. Respectful (C) 3. Friendly (S)

SKILLS 1. Precision work (R) 2. Gather information (I) 3. Implement (C)

Realistic(Doers)

Investigative(Thinkers)

Artistic(Creators)

Social(Helpers)

Enterprising(Influencers)

Conventional(Organisers)

2 2 0 4 0 4

Module 1:What is Mentoring?

What is Mentoring?

A mentor is an experienced

person who goes out of

their way to help another

person reach their

important life goals.

What makes a great Mentor?

Trustworthy Perceptive Experienced

Confidential Positive See opportunities

Inspiring vision Encouraging Connectors

Motivational Thinkers Humble

Respected Manage Risks Belief in potential

Open doors Respect others Accept reality

Authentic Show appreciation Patient

Empathetic Give feedback Listen

Challenge 3: What are some of the skills of a great mentor for Aboriginal employees?

Differences between a Mentor and a Coach

Challenge 4: What are some of the differences between a mentor and a coach?

A Coach…. A Mentor….

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Check your mentor skills

Challenge 5: Check your mentor skills

Assess your potential as a successful mentor by rating yourself on the following mentor skills.

For each skill, circle the appropriate number.

Total the numbers and read the interpretation on page 6 of your workbook.

(This is an indicative guide only)

Matching people to roles

Challenge 6: Matching people to support you in life and work

Situation Who would you talk to? What is their role?

You have a Performance Review

You need support in implementing an improvement project

You would like to learn new skills at work

You are having personal problems

Need someone to look after your kids

Want to achieve your goals and progress in your career

Problems in the community

Matching people to roles

Challenge 6: Matching people to support you in life and work

Situation Who would you talk to? What is their role?

You have a Performance Review ManagerRegularly review performance, identify improvements, recognise achievements and set goals (KPI’s). Recommend action to be taken.

You need support in implementing an improvement project

CoachFocused on achieving improvement goal, able to motivate, inspire you and offer support, advice, strategies to win.

You would like to learn new skills at work TrainerDemonstrates correct procedures, shows you techniques and imparts knowledge and skills for working competently.

You are having personal problems CounsellorProfessional with experience in counselling skills – able to listen, provide advice, develop action plan over time to improve the situation.

Need someone to look after your kids Uncle / Aunty Trusted family members that understand your kids.

Want to achieve your goals and progress in your career

MentorSomeone more experienced than you that you admire that provides guidance in your career.

Problems in the communityElder

Respected Elder in the community with overall knowledge to provide direction to community members.

Mentor Example Videos

Tribal Warrior • Mentoring Program

• Based in Redfern, Sydney

• Focused on Aboriginal youth

The National Mentoring Partnership• Make an Impact: Mentor in Real Life

• Although focused on America’s young people, this is a great short video highlighting the importance of mentors in peoples lives

Why do Mentoring?

NTPS:

Mentee:

Mentor:

What’s in it for the NTPS, the mentee and the mentor?

Challenge 7: Benefits of Mentoring

Cross-Cultural Mentoring

Diversity between Cultures

Cross-Cultural Mentoring

Cultural Dimensions Western cultures (Australian) Indigenous cultures

1. Individual v Collective

2. Time v Relationships

3. Direct v Indirect

4. Gender Equality v Gender

Roles

Challenge 8a: International Maps

Cross-Cultural Mentoring

Cultural Dimensions Western cultures (Australian) Indigenous cultures

1. Individual v Collective Highly focused on individuals Collective / community

2. Time v Relationships Timely action, targets, deadlines Relationships more important

than time

3. Direct v Indirect Direct communication Indirect communication

4. Gender Equality v Gender

Roles

Equality for men and women Recognition of different roles for men

and women

Challenge 8a: International Maps

Cross-Cultural Mentoring

It is important to understand that all cultures have law, language, land, kinship and obligations. The

terms used in the NTPS may be different yet the fundamental nature of a ‘culture’ is the same.

Aboriginal culture NTPS culture

Lore Law

Language

Land

Kinship

Obligations

Challenge 8b: Compare similarities and differences

Comparing Cultures

Aboriginal culture NTPS culture

Lore: The values that shape me in this space. The laws of my people, the way we live with each other, our lands and our waters, don’t be greedy, be equitable and honourable.

The ‘Law’ for NTPS is based on International best practices, rights declarations such as the United Nations Declaration of Human Rights (1948), Declaration on the Rights of Indigenous People (2007) and the Public Sector Employment and Management Act and Policies.

Language: The way I communicate in this space. It’s more than words, body language, mannerisms and spoken language, unique communication style.

The ‘Language’ of the NTPS is aligned to the way government works. The jargon and acronyms are part of understanding the language however the channels of communication may be challenging for Aboriginal employees.

Land: My connection to place. My land is my home, where I belong, where my ancestors are from, that’s my connection to country.

The connection to land and people is recognised by the NTPS. Providing services and engagement across regions and in communities is a key priority.

Kinship: My connection to people. My kinship connections run deep, like my connection to country, we are the same, we cannot separate our people from our country, they are the same thing.

Certainly comparisons between Aboriginal ‘kinship connections’ to NTPS relationships is nowhere near as deep. Effective workplace relationships within and between agencies and at different levels in the hierarchy is crucial to achieve positive outcomes.

Obligations: Obligations, ceremony and tradition is in everything, they shape who we are as Aboriginal people, they make us unique in the way it requires us to be in certain times, my ceremony and tradition will always guide me.

There are obligations for NTPS employees and management of accountability to government and the community. The mechanisms of government and the bureaucracy has certain protocols that must be followed.

“Aboriginal groups continue to speak ancestral languages and follow traditional cultural practices, including traditional forms of negotiation and agreement…”

NT Remote Engagement and Coordination Strategy

Comparing Cultures

How to mentor others

Challenge 9: Mentoring Situations

How would you respond to the following situations as a Mentee and as a Mentor?

1. Discrimination

2. Cultural Obligations

3. Personal Issue

4. Mentee missing sessions

Success Factors

• Quality of the Mentor-Mentee Relationship

• Cross-Cultural Awareness

• Family and Community

• Environment

Barriers to Mentoring

There are general barriers in any organisation that may need to be addressed, such as:

• Workplace culture – restrictive policies, practices, structures or environment

• Management – unsupportive controlling management styles and behaviours

• Mentor – lack of skills, inability to empathise, untrustworthy

• Mentee – lack of self-belief, identity and confidence

NTPS Aboriginal Employee Mentor Program (AEMP)

Mentor Workshop - Day 2

Office of the Commissioner for Public Employment (OCPE)

Aboriginal Employment and Career Development

Mentee / MentorMentoring Journey

Module 2: Mentor-Mentee Matching

Within any mentoring program, successfully matching and pairing mentors and mentees is critical.

Evidence shows that mentees that pick their own mentor tend to have more successful outcomes. The relationship should be mentee driven and mentor guided.

For a mentee, choosing a mentor because he/she is someone you like and get along with, may not always be the best criteria.

The main focus of a mentoring relationship should be development.

Module 3: Mentor Registration

How to become a Mentor

• Aboriginal and non-Aboriginal middle management employees (Administrative Officer 5

or equivalent and above) are eligible to apply to become mentors.

• Successful applicants undertake a 2 day training workshop and submit a photo and brief

biography for Mentor-Mentee matching.

Mentor Selection Process

The quality of mentoring outcomes depends highly on the effectiveness of the Mentor.

Mentors need to have the skills, passion and motivation to support Aboriginal employees

whilst having an understanding or knowledge of working in a cross-cultural environment. It

is essential to select managers that are able and willing to connect, build rapport and trust

in a mentoring relationship.

Module 4: Mentor Approval Process

Before Workshop

•Submit Mentor Application

•Application approved, registered for Mentor Workshop

•Complete OCPE ‘Foundational Cross Cultural Story’ e-Learn (can also be done after workshop)

During Workshop

•Complete VIPS and RIASEC Profile and other challenges within workbook

After Workshop

•Mentors complete Biography/Profile and submit to AECD

•AECD to deliver Mentee Workshops

•AECD to undertake mentor-mentee matching process

•Mentor-mentee pairing confirmed. Program commences.

Module 5: One-on-One Mentoring

• Who will do the one-on-one mentoring?

• How long will it last?

• What is the mentoring process?

• When? Where? Time?

Module 6: Meet and Greet

• Get to know each other

• Use appropriate tools and techniques – VIPS Profile; I GROW model etc.

• Sign a written agreement – identify roles and expectations

Remember: family, relationships, land and cultural connections are more

important than job role, titles and qualifications.

Tools and Techniques

Listening and Questioning Techniques

Challenge 10: Listening and Questioning Techniques

a) List the different types of questions you may ask

b) Demonstrate listening techniques

Meet and Greet

Challenge 11: Practical ‘Meet and Greet’ Role Plays

Life Wheel

Challenge 12: Life Wheel

The Life Wheel is designed to discover areas in your life that are going great and other areas that you may need to set goals in improving.

Put a dot in the sections in the wheel that you are happy with in life.

Goal Setting

Challenge 13: ‘Dare to Dream’ on goal setting

• What are some goal setting tips?

• What type of attitude to you need to succeed in life?

• Above the Line Thinking – What things can I do?

Module 7: ‘I GROW’ Model

Issue – something real and important

Goal – clarify the issue into a ‘SMART’ goal

Reality – what is really happening?

Options – what are my options?

Way forward – develop action plan

‘I GROW’ Model

Challenge 14: Mentoring using ‘I GROW’ Model

1. Use the ‘I GROW’ Model

2. Decide on a work or personal issue that you want to work on

3. Divide into groups of 3 – Decide who will be the:

a) Mentor

b) Mentee

c) Observer

4. Observer to provide honest feedback

Mentor Relationships

Challenge 15: Maintaining mentoring relationships

1. List three ways to build confidence, self-esteem, respect and trust in the mentoring

relationship.

2. Outline at least three techniques you can apply to resolve differences and maintain the

mentoring relationship.

3. What options do you have if you feel you are unable to mentor the person?

4. How do you end a mentor relationship in a positive way?

5. Who can you seek assistance from within your organisation if needed?

Mentor Relationships

Challenge 16: Are you ready to be a Mentor?

• Do I meet all the criteria?

• What things do I need to do to prepare

me for the mentoring journey?

• How will I ensure I keep the mentoring

relationship on track?

• Any further tips / tools to share?

Module 8: Record Keeping

• Mentor Workbook

• Mentor Agreement

• Mentor Meeting Records

• ‘I GROW’ Mentee Records

• Evaluation Forms (Workshop and overall AEMP)

Module 9: Review and Evaluation

Talking Circle

• How was the workshop?• What can be improved?• What did you enjoy the most?• What would you change?

Thinking back, can you:• Identify the benefits of mentoring?• Listen and question effectively?• Mentor others in a culturally appropriate manner?• Use the ‘I GROW’ mentoring model?• Maintain positive relationships?