Module III: ABC Mentoring Plan

Key wellness, self-care, and productivity strategies (mentoring-focused)

1) Adapt 1:1 meeting style by mentee seniority and needs

Adjust meeting frequency and ownership as the mentee grows:

• Junior profiles: mentor leads more; more frequent support
• Senior profiles: mentee takes more responsibility; less frequent, more independence

Evolve conversation topics with career stage:

• Avoid bringing up advanced topics (e.g., gatekeeping/mentoring availability) until the mentee is closer to meeting requirements

Keep touchpoints relevant for everyone (as applicable):

• career
• current project motivation
• personal goals
• mission tracking

2) Build trust in the first 1:1 (avoid prying; encourage two-way communication)

• Start with friendly, human connection (e.g., interests, feelings, motivations)
• Use a “one question at a time” approach to keep the mentee comfortable

Ask about:

• professional experience
• experience at Globant
• current project: industry, tech/methodology, purpose, role/involvement
• studio involvement and overall fit/opportunities

Prepare to support the mentee with:

• empathetic questioning
• ensuring two-way communication

3) Hold “Meaningful Conversations” in a psychologically safe setting

Set the conditions so the mentee feels safe and supported:

• Create a safe space for positive emotions (trust, enthusiasm, gratitude)
• Ensure both participants learn something and agree on:
  • actions
  • responsibilities
  • steps toward personal and organizational objectives

Always close with reflection questions:

• What did you learn in this session?
• How does it work for you?
• How can you/what will you do next?

When the mentee is stressed, use this technique:

• Make them feel welcome
• Listen first; don’t rush to give advice
• Explore feelings and what’s stressing them out
• Show empathy, then align recommendations with existing processes

Practical follow-through:

• Create a clear roadmap
• Confirm understanding (“does this work for you?”)
• Track commitments in a document
• Guide based on check-ins and next steps (e.g., missions, approvals, process routes)

4) Create and track a career plan (structured, measurable, tool-supported)

Identify the mentee’s career objective (examples)

• Functional growth
• Short-term vertical growth (specialist)
• Long-term vertical growth (pacesetter)
• Horizontal growth across specialties
• Leadership/vertical growth via team impact
• Accelerated growth
• Growth in influence (cultural ambassador impact)

Use the “Delta Formula” for career growth

• Establish Mentoring Goals in StarMeUp
• Align Missions in MyGrowth
• Track the Learning Plan progress

Track continuously to support transitions and prevent drop-off

Monitor progress after setting missions:

• promotions
• project/account changes
• studio changes

Use MyGrowth to monitor mission status and commitments.

5) Guide mentees through key moments with targeted actions

If working with a new mentee

• Email relevant leaders (Experience + Technical) to coordinate
• Request feedback from Experience Leader and Technical Leader
• If mentee is also a mentor: inquire how their mentoring works
• Schedule recurring sync meetings
• Ensure mentee completes MyGrowth self-assessment
• Assign MyGrowth missions focused on career growth
• Follow up on progress and deadlines

If mentee is in DOJO

• Mentor focus shifts to maximizing “fit”
• Detect gaps and high-demand skills; assign Missions/Trainings
• Use Mock Fits coordinated with Gatekeepers for strength/weakness feedback
• Coordinate with staffing/studio focal/community leads to confirm:
  • what skills are most demanded for that mentee’s seniority
  • what skills the mentee needs to reinforce

If mentee wants a career move (example: Data Engineering)

• Encourage them to express the desire and route the process properly:
  • mentee should inform TCBP
  • TCBP explains the process (not automated)
• Maintain best-practice communication and ensure mentoring impacts the mentee’s journey responsibly

6) Understand mentor responsibilities in talent processes (promotion readiness + potential)

Promotions & Readiness Model (what it includes)

Readiness is a framework connecting:

• performance assessments
• leader feedback
• technical skills
• time in seniority

Career mentor actions tied to readiness:

• Improve interpersonal skills (Talent Manifesto)
• Upskill relevant domains
• Boost leadership competencies
• Help the mentee develop contribution to team (Performance)
• Ensure sufficient time in seniority

Promotion workflow guidance:

• Request promotion via readiness suggestions in StarMeUp
• Ensure cross-validation among:
  • Experience Leader
  • Career Mentor
  • an additional high-seniority colleague

Potential process (long-term growth guidance)

• Career Mentors are crucial because they:
  • translate assessment analysis into real action/plan
  • guide long-term growth design
• Potential process output enriches the mentor’s understanding of career possibilities

7) Use tools to stay organized and effective

• StarMeUp:
  • check readiness for promotion
  • see performance, feedback, technical progression
  • create account objectives and career goals (medium-to-long term)
• MyGrowth:
  • track missions and learning plan progress
  • validate skill progression in the Working Ecosystem (WE)

Mentioned support resources:

• Campus Globant University
• Learning Match to connect with others to learn/teach

8) Mentor responsibilities checklist (productivity + execution)

• Understand mentee career goals and align with Globant Talent Model
• Coordinate with other Career Mentors for skill development opportunities
• Help identify essential skills and build development plans
• Generate meaningful conversations aligned to skill needs
• Monitor career via platform missions/challenges; suggest additional missions based on gaps

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Presenters / sources

• Anna and Jon (used as example mentee/mentor names in the training scenarios)
• Globant internal frameworks and tools mentioned: StarMeUp, MyGrowth, MyGrowth self-assessment, Working Ecosystem (WE), Campus Globant University, Learning Match
• TCBP (process owner referenced)
• Experience Leader, Technical Leader, Gatekeepers
• Staffing team and Studio focal / Studio Community leads
• Leadership site and “Globant Talent Model” (referenced as sources for updates)