MENTORING AT ASCE

Angela CochranDirector, Journals

American Society of Civil Engineers@acochran12733

ABOUT ASCE

• Largest Civil Engineering Organization in the Country• Sections and Branches All Over the World• ~150,000 members• ~240 employees in Reston and Washington, DC• eCareerMentor program available for members

MENTORING AT ASCE

• Pilot program started in 2014 with 20 employees• Developed by employee committee• Guidelines provided with suggested “partner” activities• Monthly meetings• Mentees paired based on interest provided• Organized kick-off• Specific time period (9 months)• Feedback solicited via interviews with Mentors and Mentees

MENTORING AT ASCE

• Full program launched in 2015• Over 60 people participated• Guidelines and requirements largely the same• Separate “training” for mentors and mentees at the beginning• Mentee: be respectful of mentor time, be prepared, don’t just talk—

ask questions• Mentor: try not to cancel/reschedule, be prepared, give full attention

during meetings• Both: be clear about what should stay confidential

• HR reimbursed for 3 lunch meetings over the year

MENTORING AT ASCE

• Lessons Learned• Not everyone who volunteers or is requested is a good mentor• Some mentees complained that mentors were distracted by

email/phone• Some mentors complained that mentees weren’t really thinking

through what they wanted to get out of it• Changes for 2016• More discussions with mentors and mentees about expectations• Occasional check-ins with individuals during program

CULTURE CHANGE AT ASCE

• “New” Executive Director in 2015• Employees surveys pointed to need for “culture” shift• Emphasis on three core staff values communicated• Trust• Teamwork• Excellence

• Mentor program facilitates improvement on core values

“TRUST” AT ASCE

• Too much “That’s not my job” attitudes• Reluctance to share ideas across departments• No trust that other departments would work

toward your goals

• Mentor Program Benefit• Mentors and mentees often come from different

departments. • Opportunity to share challenges and find common

solutions• Simply “getting to know” people on personal level

makes you want to help them succeed

“TEAMWORK” AT ASCE

• Previous leadership style was to have departments/division compete instead of collaborate

• Senior leadership has very long tenure (grudges last a while)

• Mentor Program Benefits• Learn what other department do and where there are synergies• Opportunity to share challenges and find common solutions

MY MENTOR

• Paired with new Executive Director in his first year• Both dealing with complicated schedules and struggles with

handling lots of work/activities, etc.• He shared his perspectives on governance and broader society

issues• I shared my perspectives on the scholarly publishing landscape

MY MENTEE

• It’s Raj• I used to do her job; but, I don’t have it now and a lot has

changed• Because of her, I have learned to “share the wealth” more• Speaking opportunities• Involvement in publishing societies• Making others outside my team aware of training opportunities