The 5 Stages of the Working Relationship: Frameworks & Tools 

Stage A: MENTEE-TRAINEE (WORKPLACE NAVIGATION TRAINING) RESOURCES

1. Outlining Your Goals: Career, Knowledge & Skills, Environment & Circle of Support 

2. Workstyle Preferences: How do you do your best work? - Worksheet & 14 min Video

3. Define Your Core Values to navigate the interview and future workplace situations from a place of integrity

Stage A: MENTOR-MANAGER (INCLUSIVE RESEARCH MENTOR-MANAGER TRAINING) RESOURCES

1. Assess Yourself - 4 Benchmarks to be an Effective Mentor-(People) Manager-Leader (Module 1) 

2. 5 Pillars: Inclusivity is a design question (Module 1)

3. The Manager Protocol: 7 Responsibilities of a Supervisor (Module 2) - A protocol for when issues arise! Use our self-assessment worksheet & additional resources to determine where you may need to gain further skills.

4. Workstyle Preferences: How do you do your best work? (Module 3) - Worksheet & 14 min Video

5. Building Your Mentor-Manager Circle of Support

Stage B: MENTEE-TRAINEE (WORKPLACE NAVIGATION TRAINING) RESOURCES

1. Using the interview to tell if the opportunity is toxic or a bad fit

2. Interview Game Plan: Look for consistency, not candor

3. Developing Interview Questions - Examples

4. Outlining Your Goals: Career, Knowledge & Skills, Environment & Circle of Support 

5. Interview Preparation and Assessment

6. How to Deal with Signs of a Toxic or Bad Fit

7. What to do if you select a toxic or bad fit position?

Stage B: MENTOR-MANAGER (INCLUSIVE RESEARCH MENTOR-MANAGER TRAINING) RESOURCES

1. Design Your Hiring Assessment Tool (Module 8)

2. Building Your Interview Questions (Module 8)

3. Inclusivity Check: Writing a Position Description (Module 8)

4. Building a Training Plan: Backward Design from Expectations (Module 5) - develop in tandem with your hiring rubric

5. How mentor-managers and organizations (together) can make a difference

Stage C: MENTEE-TRAINEE (WORKPLACE NAVIGATION TRAINING) RESOURCES

1. Assess Workplace Environment & Take Stock - 5 Facets of Initial Success: You, Your Boss, Your Team, Your Organization, The Work

2. Make sure you have the information you need to succeed: Tell-Know Check List 

3. Workstyle Preferences: How do you do your best work? - Worksheet & 14 min Video

4. 7 Responsibilities of a Supervisor - Review to determine if your mentor-manager is fulfilling their role (includes: 21 Questions to Assess your mentor-manager's supervisory abilities)

5. Utilize the On-boarding Map to identify gaps in your understanding of your new position 

6. Utilize a Training Plan Template to Identify & Clarify Expectations

7. Language & Tips for Understanding & Managing Expectations and Feedback

8. Navigating workplace situations skillfully means engaging from a place of integrity: Defining Your Core Values

9. Develop a Proactive Plan

10. Tips for Promoting Supervisory Behaviors that Work for You

11. Distinguishing between an ethos of conformity versus an ethos of collaboration

12. Do you feel you can do your best work? If not, why not?

13. What to do if you realize you've selected a toxic or bad fit position?

Stage C: MENTOR-MANAGER (INCLUSIVE RESEARCH MENTOR-MANAGER TRAINING) RESOURCES

1. Role Conflict for Research Mentors (Module 2) 

2. The Manager Protocol: 7 Responsibilities of a Supervisor (Module 2) - Review to determine where you need to build skills (self-assessment worksheet & additional resources)

3. Workstyle Preferences: How do you do your best work? (Module 3) - Worksheet & 14 min Video

4. On-boarding Map - first step to building a training plan  

5. Make sure you & your mentee-trainee have the information you both need to succeed: Tell-Know Check List 

6. Setting Goals with Objectives & Key Results (OKRs) (Module 4)

7. Inclusivity Check: Setting Expectations (Module 4)

8. Building a Training Plan: Backward Design from Expectations (Module 5) - also check out our Expectation Clarity Tool for additional ideas around this approach

9. Inclusivity Check: Teaching & Training (Module 5)

10. Article: The First Mistake: Ignoring the First Blip

11. Renninger's 4 Step Method for Feedback (Module 6)

12. Off-Ramping: 3 steps to take if the conversation takes an unexpected turn (Module 6)

13. CPR: Content, Pattern, Relationship - how repeated corrective feedback evolves 

14. 5 Step Feedback Loop (Module 6)

15. Delegation: Blanchard’s Model (Module 5)

16. Inclusivity Check: Meetings (Module 1) - practical steps to build inclusivity into meetings

17. Assessing the Issue: Problem Identification (Module 7)

18. Progressive & Productive Responses to Expectation Challenges (Module 7)

19. Responding from all your roles (Module 7)

Stage D: MENTEE-TRAINEE (WORKPLACE NAVIGATION TRAINING) RESOURCES

1. Revisit Tell-Know Checklist - ensure you've covered all aspects

2. Reflect on expectations & training plan progress - if your mentor-manager isn't doing this, complete the template for yourself and use it to identify what information you still need 

3. Continue expectation conversations with your mentor-manager to make sure you're on track

4. Implement you proactive plan

5. Promote Supervisory Behaviors that Work for You

6. 21 Questions to Assess your mentor-manager's supervisory abilities 

7. 6 Stages of a Negotiation: Define, Describe, Prep, Articulate, Discuss & Consider

8. Assess: Are you having all 3 Types of Conversations-Negotiations with your mentor-manager?

9. Examples and tips for conversations-negotiations with your mentor-manager

Stage D: MENTOR-MANAGER (INCLUSIVE RESEARCH MENTOR-MANAGER TRAINING) RESOURCES

1. Revisit Tell-Know Checklist (Module 3) - ensure you've covered all aspects

2. Review your protocol: The Manager Protocol: 7 Responsibilities of a Supervisor (Module 2) any time there is an issue or challenge to ensure you're playing all your positions 

3. Ongoing issue/challenge - did you Ignore the First Blip?

4. Renninger's 4 Step Method for Feedback (Module 6)

5. 5 Step Feedback Loop (Module 6)

6. Inclusivity Check: Meetings (Module 1)

7. Inclusivity Check: Setting Expectations (Module 3)

8. Re-visit/Re-set Expectations: Building a Training Plan: Backward Design from Expectations (Module 5) - also check out our Expectation Clarity Tool for additional ideas around this approach

9. Inclusivity Check: Teaching & Training (Module 5)

10. Delegation: Blanchard’s Model (Module 5)

11. Assessing the Issue: Problem Identification (Module 7)

12. Progressive & Productive Responses to Expectation Challenges (Module 7)

13. Responding from all your roles (Module 7)

14. Building Your Mentor-Manager Circle of Support

15. Change Management Principles (Module 1) - for when you plan to make a change in processes and procedures

16. Job Accommodation Network (Ask Jan) for resources related to inclusivity and disability accommodations

Stage E: MENTEE-TRAINEE RESOURCES (Coming in 2024!)

1. Reflect on your recent experience and your goals for your next position 

2. Determining what needs to prioritized in the final weeks 

3. Outlining future plans & communicating them to the mentor 

4. Reflection on what skills/knowledge was obtained, how this experience informs what they want from their next workplace experience 

5. Updating resume 

6. Determining ability to obtain a letter of recommendation 

7. Revisit "Identifying" Tasks in Preparation for Next Steps

8. Go back to Stage A: Identifying Goals & Values (Preparing)

Stage E: MENTOR-MANAGER RESOURCES (Coming in 2025!)

1. Clarifying priorities for final weeks 

2. Reflection on what skills/tools were practiced & what to use/change in the future

3. Review/Reflect: What needs to be improved for future trainees? 

4. Exit Evaluation/Discussion 

5. Ending (revising) a professional relationship/succession planning 

6. Revisit "Identifying" Tasks in Preparation for Next Steps

7. Go back to Stage A: Identifying Goals & Values (Preparing)