Guideline

This section was used more for mentor. Usually, mentoring session is held whenever the crew need help to decide their own goal. As mentor, you can start digging the crew his/her own SWOT. To dig more about it, don't directly ask their SWOT, but rather try to analyze from their story. For starting, you may asked some question regarding his/her own condition. The additional rows was added for you as mentor to write some main points from the crew's story telling.

Below are some examples of how you as mentor should ask the crew.

• What's the crew do now? (Current and projected activity within plan's timeline)
  • The crew should describe his/her own current activity in his/her team project, what's the team focus, how's the schedule, how's the workload, just dig as far as you can do. This should give you some insight about the crew's understanding in his/her own work, his/her workload, and find a way to manage his/her time to be able to level up even in tight schedule.
  • After digging the crew's current activity, dig some information about what he/she think will happen in the next sprint—or in GF custom, after quest delivery if you got one—in the timeline that crew's agreed upon, for example in 1 month up to 3 months. This should give yous as mentor the information about the crew's understanding in his/her team/project.
• What's the crew current condition? (Things the crew's want to speak out loud)
  • You as mentor may dig the crew's current condition, whether it's his/her mental state, physical state, thought, external factor, or everything the crew's want to speak out. Than you help the crew's to analyze what he/she think will become obstacle—or can become one. For example, try to dig the crew's states in his/her team/project or in Agate as company.
• What's the crew like to do?
  • This should be the crew's main focus in developing your skill tree in your career path. What the crew's think he/she will become in the next few years, after 5 years, 10 years, and so on?
  • Remember to align the objective with Agate needs. For example, you can align the crew's goal with his/her product needs or competency checklist (what competency he/she want to learn in this plan, the competency checklist itself has been aligned to what Agate needs).
  • You can start by advicing something small, little by little, step by step, according to the the crew's competency checklist that needs to be fulfilled.
  • Please consider the crew's activity within plan timeline that you dig and analyze first in What the crew's do now? section.
  • If crew's objective takes more than 3 months (maximum time) because of his/her busyness or long-term goal, try to:
    • break the goal to be more specific and achievable within time available timeframe, using SMART framework
    • or use another framework (like PACT) instead of SMART.
• What skills expected to improve?
  • If what crew's like to do is not related to the Agate needs—or to help you as mentor, not related to competency checklist, then you may help the crew's to rethink about what he/she really want to do in What is your current objective? section.
  • If you think the crew's will gain some skill that not yet listed in the competency checklist, you must add some notes in it so it will be reviewed whether it should be added in competency checklist or not.
• What will the crew's do? (Task breakdown for 1 month)
  • This should be how you help the crew to breakdown his/her action, how he/she will improve even within limited time plus main workload in his/her team/project. The more detail you can help the crew to break it up, the easier it will be.
  • If you don't see crew's end goal, than you need to help him/her to break it more.
  • If you and the crew is unsure about whether this can be done in 1 month or not, than you may advice the crew to reduce his/her goal or revise the goal to be more specific.
• Challenges/Threats
  • You should help the crew to assess his/her plan. Find out what will become obstalces after you and the crew have presume what all the activities in this plan's timeline.
• Opportunities
  • And this should be the opportunities that will help the crew to overcome his/her obstacle, help him/her to achieve the goal faster.
• What are the expected end results for your plan? (Measurement)
  • Describe the definition of done here. This will be the measurement whether the crew completing his/her task or not.
  • This should help to proof the crew's development and can become his/her porto folio when filling the competency checklist.
• What can Agate/GTE/Mentor do to help you?
  • If the crew's address one of them—or everyone of them—in Opportunities section, you should help him/her to describe what the crew really want them to do to help.
  • This should help the crew to understand his/her action and what he/she really want from the offered help.
  • Be wise using their time.