Internal Mentoring Across Positions: A Success Story

1
Internal Mentoring Across PositionsA Success
Story

• Presented by
• Marcia P. Kleiman
• Roberta L. Grant
• Ernesto Badillo

2
What is a Mentor?

• A mentor is an experienced, productive employee
  who relates to another employee with a different
  level of experience and helps to facilitate his
  or her development for the benefit of both the
  individual and organization.
• A mentor is an advisor, guide, coach, teacher who
  creates with the mentee a supportive,
  confidential, psychologically safe environment in
  which learning and growth can occur.

3
What is a Mentor? (contd)

• A Mentor
• Offers feedback
• Shares information/insights/feelings
• Helps identify opportunities for skill
  development
• Identifies obstacles and steps to overcome them
• Helps to evaluate career options
• Serves as a role model
• Gives exposure and visibility
• Provides resources and referrals

4
What is a Mentee?

• A mentee is an employee who values personal and
  career development and who welcomes the guidance
  of another employee with a different level of
  experience.

5
What is a Mentee? (contd)

• A mentee
• Encourages feedback
• Seeks information and insights
• Asks for advice and coaching
• Shares information/perspectives/feelings
• Follows through on agreed upon activities
• Welcomes growth and change

6
Benefits to the Organization

• Mentoring breeds mentoring those with prior
  experience in mentoring relationships are more
  likely to mentor others
• Low cost employee development program
• Helps speed culture change
• Planned program can dispel inhibitions or gossip
  about cross-race or cross-gender mentoring and
  ensures that diverse group will be mentored can
  help increase comfort with diverse people and
  diversity issues
• Improves retention

7
Benefits to the Mentee

• Eases integration into the organization
• Increases chances for leadership
• Increases job satisfaction and decreases
  alienation
• Gives support in time of turmoil/change
• Provides antidote to stress
• Aids in skill development
• Broadens perspective on the organization
• Increases information on the organization and
  business

8
Benefits to the Mentee (cont)

• Increases confidence
• Helps in problem-solving
• Acts as sounding board
• Gives opportunity for constructive, honest
  feedback
• Mentored individuals tend to receive more
  promotions and higher income and are more
  satisfied with pay and benefits
• Strong link between mentoring and creativity,
  especially in scientific fields

9
Benefits to the Mentor

• Improves two-way communication
• Expands perspective and provides insight on how
  (senior) management is viewed
• Increases understanding of issues faced at
  different levels
• Provides sounding board for ideas
• Provides satisfaction and recognition for
  developing others
• Sharpens skills coaching and listening
• Expands network
• May ease mid-career adjustments as well as
  transition into retirement

10
Key Elements of Successful Mentoring Programs

• Clear program plans, goals and realistic
  objectives
• Top management support
• Internal coordinator/task force
• Recruitment and selection process
• Voluntary participation
• Orientation and kickoff
• Training for mentors and mentees
• Matching process that allows choice
• Limited duration
• Mentee/mentor goal-setting

11
Key Elements of Successful Mentoring Programs
(contd)

• Supervisors orientation
• Ongoing communication
• Participants, mentees supervisors
• Across the organization
• No-fault exit
• Continuous monitoring and check-ins
• Closing event and celebration
• Evaluation
• Process for integration into organizational
  culture

12
Pilot Mentoring Program Steps

• Selection of the taskforce and coordinator
• Expectations/requirements of participants
• Length of program
• Selection of mentees
• Selection of mentors
• Matching of mentees and mentors
• Evaluate the pilot program at its conclusion

13
Pilot Mentoring Program Steps (contd)

• Program planning
• Communication of program
• Selection of mentees and orientation
• Meeting with managers of mentees
• Mentee career assessment and goal identification
  workshop

14
Pilot Mentoring Program Steps (contd)

• Mentor and mentee matching
• Mentor and mentee training
• Program launch
• Problem solving / process checks
• Evaluation of the pilot and discussion of nest
  steps
• Expanding beyond the pilot

15
Thank You!!
Questions? Please feel free to contact
Marcia P. Kleiman Kleiman Associates,
215-884-1126, kleiman_at_excite.com
Roberta Grant The Board of Pensions of the
Presbyterian Church (U.S.A.) 215-587-7268,
rgrant_at_pensions.org Ernesto Badillo The
Board of Pensions of the Presbyterian Church
(U.S.A.) 215-587-7346, ebadillo_at_pensions.org