Mentoring Internal Candidates as Mentoring Internal Candidates as a - - PowerPoint PPT Presentation

Mentoring Internal Candidates as Mentoring Internal Candidates as a Component of Leadership Development

Maria Marques

Workforce Reliability Workshop Series San Francisco Water, Power, Sewer , ,

Today’s Presentation

How EBMUD uses mentoring & coaching to support Workforce Development programs Perspective & Context p Structural components & logistics Mentoring & Coaching relationships Mentoring & Coaching relationships Costs & Lessons learned

ebmud.com

2

About EBMUD About EBMUD

Special District serving Special District serving Alameda and Contra Costa counties. Water: 1.3 million customers Wastewater treatment: 640,000 customers. 1,750 full-time employees

ebmud.com

3

Perspective & Context Perspective & Context

Mentoring & Coaching are Mentoring & Coaching are components of larger workforce development workforce development initiatives Provide support & accountability Provide support & accountability Reinforce formal learning S i i f Support transmission of

• rganizational knowledge &

l

ebmud.com

4

values

Driver: Retirement Bubble

Job Groups Eligibility Eligibility p g y 2003 - 2008 g y 2009 - 2014 Field Supervisors

65% 51%

Superintendents

60% 47%

Professionals

38% 43%

Professionals

38% 43%

Managers

25% 39%

E i

% %

Engineers

23% 38%

Office Support

22% 35%

ebmud.com

5

Blue Collar

15% 31%

Development Planning Process

Identify anticipated vacancies Analyze the work performed Analyze the work performed Identify competencies required R i did t l f Review candidate pool for competencies Define the gap Develop plans to fill the gap

ebmud.com

6

p p g p

Three Workforce Development Three Workforce Development Academies

LEAD – develops journey-level trades workers for first line supervision Superintendents’ Pathways – prepares experienced supervisors & professionals for “next” level supervision Management Leadership Academy – prepares experienced staff for upper level management positions

ebmud.com

7

level management positions

Academies’ Objectives

Prepare for future by building human “ i li ” resource “pipeline”

• Create a pool of qualified candidates

Enhance the quality of new leaders – shape the skill set & the culture

• Development is everyone’s responsibility

Address changing expectations for leaders

• Technology; financial environment;

ebmud.com

8

regulations; customer expectations; and workforce all changing!

Structure to Support Desired Outcomes

All Academies

• Application & selection process to
• Application & selection process to

screen for readiness Personal time commitments to ensure

• Personal time commitments to ensure

participant commitment Classroom training to co er “generic”

• Classroom training to cover “generic”

gaps, not technically specific M t i C hi C t

ebmud.com

9

• Mentoring or Coaching Components

Academy Components Academy Components

C h t Cohort group Core training curriculum O i t ti & A t Orientation & Assessments Individual Development Plans M t i /C hi Mentoring/Coaching Ongoing support for mentors Grad ation Celebration! Graduation Celebration!

ebmud.com

10

Mentoring & Coaching Mentoring & Coaching

S t d l t & th Supports development & growth Supports participants’ goals Creates accountability structure for development activities p Does not involve evaluation Creates a learning pipeline Creates a learning pipeline – mentors/coaches grow as well!

ebmud.com

11

External vs Internal Coaches External vs. Internal Coaches

E ternals Internals Externals Professional coaching expertise Internals Technical expertise P ti l coaching expertise Fresh perspectives & best practices Practical,

• rganizational

knowledge & best practices Eliminates “fear factor” knowledge Cultivates internal networks factor Costs money networks Not free, takes time

ebmud.com

12

What is a Mentor?

… a trusted and credible leader h k ith t t h l who works with a partner to help them learn things more quickly … The mentor has a breadth and depth of experience that ... They p p y are willing to share … because they enjoy because they enjoy developing people.

ebmud.com

13

Mentors Mentors

P t t t l i Partner to support learning Provide support, expertise & encouragement Participate in collaborative p problem solving Gather & give feedback Gather & give feedback Support accountability

ebmud.com

14

Fundamental Skills Fundamental Skills

Li t i Listening Practicing self management g g Asking questions P idi di t ti l Providing direct, timely, non judgmental feedback Supporting accountability— monitoring progress

ebmud.com

15

monitoring progress

Mentoring Training Mentoring Training

Program Orientation Goals of Mentoring Component

• Support, Expertise & Accountability

Support, Expertise & Accountability Roles Guidelines / Protocols Guidelines / Protocols

• Meet minimum 2-4 hrs/month

T f it t (6 12 th )

• Term of commitment: (6-12 months)
• Confidentiality

ebmud.com

16

• “No fault divorce”

Mentoring g Training

Highly Interactive g y Phases of Mentoring Relationship

• Connect Create Close
• Connect, Create, Close

Coaching Skills

Li t i F db k A t bilit

• Listening, Feedback, Accountability

Creating Individual Development

ebmud.com

17

Plans

Mentor Training Mentor Training

R i Review DiSC Style Inventory Style Inventory L d ti Learn and practice basic coaching skills

ebmud.com

18

Mentor Roundtables Mentor Roundtables

Regular Check in and Support Regular Check-in and Support Updates Share perspectives and approaches Support network of mentors Provide on-going feedback & Provide on going feedback & training Evaluate & improve program

ebmud.com

19

Evaluate & improve program continuously

LEAD Program Development LEAD Program Development Costs

Planning Team: (Met 1.5 hrs every 2 weeks for 1 year) 2 HR Division Mgrs $5,000 2 HR Analysts $4,000 5 Operational Division Mgrs $14,000 Other Costs: Interviews & Selections $3,200 Employee Development Staff $6,500 TOTAL:

$32,700

ebmud.com

20

TOTAL:

$32,700

Mentoring Program Costs g g

P D l t $9 000 Program Development $9,000 On going administration $3,000 Mentoring $61,000 DISC Assessment $800 DISC Assessment $800 TOTAL $73,800

ebmud.com

21

Mentors’ Commitment

Hours Activity

6 Kick Off / Mentoring Orientation 4 Mentoring Training 30 M t i S i

(5 h / 6)

30 Mentoring Sessions (5 hrs/mo x 6) 12 Roundtables (2 hrs/mo x 6) 12 Roundtables (2 hrs/mo x 6) 3 Graduation

ebmud.com

22

55 Total Hours

Challenges

R iti l t Recruiting volunteers Matching g Motivation C hi kill l l Coaching skills level A new experience for all!

ebmud.com

23

p

Benefits

Promotes the value of learning throughout the

• rganization
• rganization

Supports development of “pipeline of leaders” Builds a common vocabulary & values Builds a common vocabulary & values Breaks down silos—broadens perspectives & business literacy perspectives & business literacy Develops network of colleagues with established colleagues with established, supportive relationships Creates organizational

ebmud.com

24

Creates organizational loyalty!

Lessons Learned Lessons Learned

Ensure senior leadership commitment Clarify ground rules, roles & responsibilities Provide high quality formal training Support mentors throughout Allow flexibility Allow flexibility Define success broadly Expect variations in level of engagement Expect variations in level of engagement Mentors will develop new skills & greater

• rganizational knowledge

ebmud.com

25

ebmud.com

26