A Perfect Match: Showcasing Benefits of a Successful Mentorship Relationship Juanita Roesler, SHRM-CP, PHR HR Business Partner Associate
Today’s Objectives: Define different types of mentoring relationships Matching mentors and mentees Four phases of the relationship 3E Model: Education, Exposure and Experience Commitments to a successful mentoring relationship Basic framework for a formal mentoring program
Benefits of Membership: Advance your career with connections made through conferences, seminars, chapter meetings, and other networking events Elevate your professional status through extensive education programs or by earing specialist certifications This is your association, your experience …
mentor [men-tawr, -ter] noun 1. A wise and trusted counselor or teacher. 2. An influential senior sponsor or supporter.
Why do we mentor? Learning and networking To give back to our profession and/or members Invest in development of emerging leaders Build community Rewarding and fun!
Different Mentoring Types Peer mentoring – shared work experience looking to build further learning experiences – Group mentoring peer and senior mentoring combined, group projects and multiple development opportunities Speed mentoring – short, focused conversations about specific questions
Different Mentoring Types Face-to-Face mentoring – in-person planned meetings between mentor and mentee. E-mentoring – same goal as face-to-face mentoring but through electronic platform. – Formal Mentoring Program specific guidelines, timelines and structure to the mentoring relationship.
What Do You Want?
“the beginning is the most impor portan tant t part of the work” Greek philosopher Plato, who was a protégé of Socrates. Plato served as a great mentor to Aristotle.
Remember…
Chemistry Law of Similarity: the idea that people like and attribute more positive characteristics to those they think are similar to themselves. Surface Level Deep Level Race Personality Gender Values Where you went to school Goals World-views Ethics
Will you be my mentor? • Ask for an introduction from your network – Work place relationships – Personal relationships – University relationships • Use the world wide web – LinkedIn – Google • Email and introduce yourself • Ask for a brief meetup (coffee)
Four Phases of the Mentor-Mentee Relationship Prepari aring ng The Cl Closing Ne Negoti tiati ating ng Phase Cycle Enabling From: The Mentor’s Guide: Facilitating Effective Learning Relationships , by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 - 52
Preparing • Work and professional background Get to know each other: • Past Professional and Personal Success • Past Professional and Personal Difficulties • Times When You Had to Demonstrate Resilience • Interest • Dreams and Aspirations • Education • Fun!!
A Perfect Match Getting to know each other • Strengths (Myers-Briggs, Strength Finders) • Personality and communication style (True Colors) • Core Values
A Perfect Match
Four Phases of the Relationship Prepari aring ng The Cl Closing Ne Negoti tiati ating ng Phase Cycle Enabling From: The Mentor’s Guide: Facilitating Effective Learning Relationships , by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 - 52
Negotiating: Build Consensus & Commitment Set Goals and Objectives • Identify Learning Opportunities or Action Learning Project • Develop the Action Plan • Agree on commitments • Determine measures of progress/benchmarks
Negotiating: Identifying Goals Goals may: • Satisfy current information needs • Provide vision and a roadmap for the future • Agreement for focus of mentorship relationship Example Topics: • Gain knowledge in a specific area of immediate concern • Grow knowledge of other areas for future application • Change roles / beginning ____ career
Negotiating: Develop the Action Plan Identify the Goal Setting Our goals for the next 3 – 6 months: 1. 2. 3. Action Steps for Mentor and Mentee: -Specific steps to be taken to meet objectives -List potential resources -Set target completion dates
3E Model: Expand Education : being open to a variety of learning avenues Enable Exposure : to many individuals in your network to teach, mentor, and coach Explore Experience : that will unlock opportunities to learn on the spot From: Help Them Grow or Watch Them Go (Career Conversations Employees Want) , by Beverly Kaye & Julie Winkle Giulioni, 2012, pgs. Lois J. Zachary, Jossey-Bass, 2000, pgs. 84 - 92
Negotiating: Agreeing on a Commitment When will we meet next? Where will we meet and how will we communicate on an ongoing basis? Who will initiate? (recommend mentee) How will we make future plans and adjustments?
Four Phases of the Relationship Prepari aring ng The Closing Cl Ne Negoti tiati ating ng Phase Cycle En Enabli ling From: The Mentor’s Guide: Facilitating Effective Learning Relationships , by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 - 52
Enabling Growth “The mentor’s role during this phase is to nurture the mentee’s growth by establishing and maintaining an open affirming learning climate and providing thoughtful, timely, candid and constructive feedback.” From: The Mentor’s Guide: Facilitating Effective Learning Relationships , by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 - 52
Enabling Growth: Supportive Climate • Listen! • Give and receive feedback • Keep expectations clearly defined • Expand learning opportunities as the relationship progresses • Make the relationship special
Enabling Growth: Supportive Climate Listening…. Discernment: 3 step approach to guiding discernment: Pause – help them see in extreme emotion a moment of pause 1. Indifferent to the decision – step back and be a neutral guide and 2. not a judge Reflect on different realities – encourage a moment of reflection. 3. Encourage a time limit on reflection: Imagine one way for two days and the one for other two days
Enabling Growth: Checking In • Monitor the Process • What is going well in the relationship? • What has been our greatest challenge? • What has the mentee learned? • What is our progress in achieving our goals and objectives? • What assistance could we use? • Make adjustments to goals and objectives, if needed
Enabling Growth: Avoid Obstacles Communicate, Communicate, Communicate! • Listening • Questioning • Being Direct and Respectful
Enabling Growth: Parameters Confidentiality Boundary Setting • Availability • Advocacy/sponsorship expectations • Evening and weekend contact Hot Buttons (personal irks) • Being late • Coming unprepared • Coming unprepared • Multi tasking
Enabling Growth: Moving Forward Learning Through Reflection • Journaling • Discuss strengths and areas for improvement (two-way street!) • Analyze missteps for growth opportunities Assess Progress Against Goals
Four Phases of the Relationship Prepari aring ng The Cl Closing Ne Negoti tiati ating ng Phase Cycle Enabling From: The Mentor’s Guide: Facilitating Effective Learning Relationships , by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 - 52
Closure: Signs of Unplanned Closure • Listens but no follow-through • Don’t see any progress • Feel wrung out – energy is drained • Seems like a one-way relationship • “High maintenance” • Lack of communication
Closure: Make a Plan • Go back to goals and timeline… • Acknowledge approaching end of timeline if established • Review goals and accomplishments • Decide whether to continue with an informal mentoring relationship (outside of goals and action plan)
Formal Mentorship Program Need: • Mentoring Champion • Support from association and/or organization • Planning time and committee Benefits: • Formal infrastructure to facilitate relationships • Create opportunity for all • Eliminate closed networks and give mentees the same options as everyone else Pick two…
What we learn….
#mentoringforthewin
Want to learn more? Sources: Help them Grow or Watch them Go , Beverly Kaye and Julie Winkle Giulioni Power Mentoring , Ellen Ensher So You Want to Start a Mentorship Program, Nancy Kasmar The Mentor’s Guide: Facilitating Effective Learning Relationships, Luis J. Zachary
Recommend
More recommend
