field guide to seeking and keeping mentors
DESCRIPTION
How many times have you heard people say, you need to get a mentor. But no one tells you how. So I've created a workshop on seeking, qualifying, and engaging mentors. My presentation for the leadership program at the National Association of Broadcasters, Washington DC, Field Guide to Seeking and Keeping Mentors. Contact me at [email protected].TRANSCRIPT
A Field Guide to Seeking & Keeping a Mentor
Tom L. Hayashi, MS Ed, MA, CFREPrincipal
Capacity Empowerment
AGENDA
Welcome & Introductions
What is Mentoring?
Mentoring Practice & Process:
1. Seeking & Qualifying: Vision & Mission
2. Keeping & Expanding: 5 Pitfalls, Resolution & Transition, Advisory Board of Mentors.
Q&A
Adjourn
Welcome & Introductions
Name
Home base
Day Job
Your experience with mentorship (Mentor/Mentee)
Mentoring curiosity or expectations for this training
What is mentoring?
The story of Mentor comes from Homer's Odyssey. Odysseus, king of Ithaca, fights in the Trojan War and entrusts the care of his household to Mentor, who serves as teacher and overseer of Odysseus' son, Telemachus.
What is mentoring?
Giving advice
Teaching or Coaching someone
Providing emotional support
Helping with career issues
Showing how its done
Vouching for the other person
What is mentoring?
Mentor
Helper
Mentee
Learner
BENEFIT
Critical Elements
Training Coaching
Mentorship Sponsorship
Career Developme
nt
Return on Investment (ROI)
Promote fasterEarn More
Greater Career
SatisfactionRetention
SuccessionEngagement
600% ROI
(Holincheck, 2006)
Mentorship Types
Dyadic vs. Group
Expert vs. Peer
Developmental vs. Sponsorship
Formal vs. Informal
Developmental Mentorship Model Engagement Matrix
Sponsorship Model Engagement Matrix
Mentorship Process
Search
Introduction
Engagement
Resolution/Transition
Practice & Process
Seeking Mentors
Personal/Professional Vision
What do you wish for your life to look like?
What is the end goal?
Mission
Winning the battle(s)
Achieving the milestones
Seeking Mentors
The right stuff
Manages the relationship
Encourages
Nurtures
Teaches
Offers mutual respect
Responds to the mentee’s needsFrom David Clutterbuck (2004) Everyone Needs a Mentor
Qualifying Mentors
Keeping & Expanding
5 Pitfalls
1. Neglect
2. Work style differences
3. Position power
4. Incompetence
5. AttitudeConflict of Interest
Five Ps
Purpose
People
Process
Politics
Product
Mentoring Resolution/Transition
Decide—if transition is right for you and the date of transition
Elicit—feedback from others and mentor
Plan—start planning for the resolution or transition
Assess—for addressing developmental and situational issues
Reflect—reflect on the experience as a whole
Thank—acknowledge the mentor and celebrate success
Board of Advisory Mentors (BAM!)
Personal
Relations with family (partner, children, etc.)
Life Transitions (Separation, Care Giving, Retirement, Grief or Loss)
Professional
Career guidance
Networking
Coaching
Moral Support
Subject Specific: Supervision, Promotion, Assignments
Affinity Matters
Q & A
What role are you playing in mentorship?
Where are you in the mentorship process?
What questions do you have to enhance your mentorship practices?
Where can you turn to for mentorship resources?
References
Clutterbuck, D. (2004). Everyone needs a mentor: Fostering talent in your organisation. CIPD Publishing.
Holincheck, J. (2006). Case study: Workforce analytics at Sun. Gartner Research Group.
Simon, S. A., & Eby, L. T. (2003). A typology of negative mentoring experiences: A multidimensional scaling study. Human Relations, 56(9), 1083-1106.
Contact Information
Tom L. Hayashi, MS Ed, MA, CFRE
Principal
Capacity Empowerment
562.221.1030