Outreach - Career Development

Mentoring Program
CFP® Certification
Educational Programs
Employment Opportunities

Purpose of the Mentoring Program

To provide Members access to the resources of accomplished professional financial planners within the Chapter, for the purpose of coaching and counseling their pursuit of professional development and career objectives. The Program is intended to match aspiring planners which have already acquired the basic skills of the profession with successful practicing planners which possess the knowledge, experience and wisdom to advise the Protégé on their path of career development.

This Program is distinctly different than on-the-job training, or an internship. It does not involve skill training and routine supervision. Mentoring is about Protégé career development, and is specific goal oriented. It is based in identifying critical goals in ones career development, essential to achieving the desired objective (establishing a new practice, bringing an existing practice to the next level, career transition or transition of business focus/model). The Mentor/Protégé relationship draws on the resources of the Mentor acquired through their life experience to facilitate desired career achievement within the financial planning profession.

Program Structure:

• Self-Guided Program initiated by the Protégé;
  
• 6 to 12 month time frame;
  
• Structured relationship between Protégé / Mentor in which there are well defined, and mutually acknowledged objectives, and each party has clearly defined roles and expectations;
  
• Program facilitated and monitored by GHV-FPA Coordinator;
  
• Success of the Protégé/Mentor Program participation will be the level of achievement in attaining specified career developmental objectives.
  
  

Role of GHV-FPA Coordinator:

• Establish framework for the Program;
  
• Maintain Program materials on GHV-FPA Website;
  
• Assist Protégé in establishing initial career objectives, and identifying & recruiting Mentor within Chapter;
  
• Coordinate Protégé candidates with Volunteer Mentors;
  
• Develop anonymous Protégé profiles, and solicit volunteer Mentor through Monthly Newsletter;
  
• Solicit, coordinate & maintain profile of Chapter Members interested in Program (annual refresh);
  
• Monitor Participant Progress;
  
• Generate feedback through Quarterly Progress Reports, and completion assessment / recommendations;
  

Role of the Protégé:

• Prepare self-assessment of strengths, development needs, resources and life circumstances;
  
• Establish primary career objectives and timeframe for their achievement;
  
• Establish initial profile of ideal Mentor candidate;
  
• Prepare a list of potential Mentor candidates; Screen potential Mentors;
  
• Select and Recruit Mentor;
  
• Establish framework and protocol for the relation;
  
• Prepare materials and agenda for discussion of goals with Mentor;
  
• Listen, listen and listen (you are seeking advice and counsel, so Listen!);
  
• Redefine stated objectives, and agree upon respective roles and expectations;
  
• Develop and agree upon objectives (in writing), and measurements of achievement.
  
• Prepare materials for periodic meeting (monthly) with Mentor to evaluate progress and developments, and develop further activity plans as appropriate;
  
• Record progress and provide feedback/recommendations to Program Coordinator.
  
• Time expectation: four to ten hours initial preparation in defining goals & canvassing potential Mentors. One to three hours monthly thereafter.
  

Role of the Mentor:

• Develop self profile and nature of interest in participating in the Program;
  
• Conduct preliminary discussion/meeting with candidate (potential Protégé at this stage) to understand their background, experience, skill level, values and career objectives;
  
• Prepare self-assessment of your availability, suitability and desire to commit to Protégé;
  
• Evaluate if potential alternative Mentor would better serve objectives of Protégé, and discuss openly with candidate and Program Coordinator;
  
• After selection is made, conduct initial meeting with Protégé in new relationship. Listen, listen, and listen to them before offering advice. This is about the Protégé’s goals and aspirations, not the Mentor’s. That said, with the Protégé’s best interests in mind, discuss issues openly and honestly. They value your advice, and have sought it out.
  
  • Agree upon framework and protocol for the relation
    
  • Together, counsel Protégé in redefining stated objectives, and agree upon your respective roles and expectations. Develop and agree upon objectives (in writing), and measurements of achievement.
    
• Meet periodically (monthly) to assess progress and refine course of action as appropriate;
  
• Time expectation: one to three hours monthly;
  
• Record progress and provide feedback/recommendations to Program Coordinator.