a perfect match - washington-alaska hfma · 2018-11-29 · define different types of mentoring...
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A Perfect Match: Showcasing Benefits of a Successful Mentorship Relationship
Juanita Roesler, SHRM-CP, PHRHR Business Partner Associate
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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
Today’s Objectives:
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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 orby earing specialist certifications
This is your association, your experience…
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mentor [men-tawr, -ter]
noun1. A wise and trusted counselor or teacher.2. An influential senior sponsor or supporter.
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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!
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Different Mentoring Types
Peer mentoring – shared work experience looking to build further learning experiences
Group mentoring – peer and senior mentoringcombined, group projects and multiple developmentopportunities
Speed mentoring – short, focused conversations aboutspecific questions
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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.
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What Do You Want?
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“the beginning is the most
important part of the work”
Greek philosopher Plato, who was a protégé of Socrates.
Plato served as a great mentor to Aristotle.
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Remember…
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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
Gender
Where you went to school
Personality
Values
Goals
World-views
Ethics
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• 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)
Will you be my mentor?
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Four Phases of the Mentor-Mentee Relationship
The
Phase
Cycle
Preparing
Closing Negotiating
Enabling
From: The Mentor’s Guide: Facilitating Effective Learning Relationships, by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 -
52
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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!!
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A Perfect Match
Getting to know each other• Strengths (Myers-Briggs, Strength Finders)• Personality and communication style (True Colors)• Core Values
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A Perfect Match
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Four Phases of the Relationship
From: The Mentor’s Guide: Facilitating Effective Learning Relationships, by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 -
52
The
Phase
Cycle
Preparing
Closing Negotiating
Enabling
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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
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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
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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
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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
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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?
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Four Phases of the Relationship
From: The Mentor’s Guide: Facilitating Effective Learning Relationships, by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 -
52
The
Phase
Cycle
Preparing
Closing Negotiating
Enabling
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Enabling Growth
From: The Mentor’s Guide: Facilitating Effective Learning Relationships, by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 -
52
“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.”
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Enabling Growth: Supportive Climate
• Listen!
• Give and receive feedback
• Keep expectations clearly defined
• Expand learning opportunities as the relationship progresses
• Make the relationship special
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Enabling Growth: Supportive Climate
Listening….
Discernment:
3 step approach to guiding discernment: 1. Pause – help them see in extreme emotion a moment of pause
2. Indifferent to the decision – step back and be a neutral guide and not a judge
3. Reflect on different realities – encourage a moment of reflection. Encourage a time limit on reflection: Imagine one way for two days and the one for other two days
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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
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Enabling Growth: Avoid Obstacles
Communicate, Communicate, Communicate!
• Listening
• Questioning
• Being Direct and Respectful
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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
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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
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Four Phases of the Relationship
From: The Mentor’s Guide: Facilitating Effective Learning Relationships, by Lois J. Zachary, Jossey-Bass, 2000, pgs. 50 -
52
The
Phase
Cycle
Preparing
Closing Negotiating
Enabling
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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
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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)
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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…
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What we learn….
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#mentoringforthewin
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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