by Center for Mentoring Excellence | Mar 13, 2013 | Making Mentoring Work For You
Confidentiality: A Slippery Slope
Does the conversation that occurs between a mentor and mentee necessarily remain confidential during a time when the mentee is being considered for a career move? Or, when a leadership team sits to talk about whether to move someone who has been a mentee, can the mentor add to the conversation from his or her experience with the mentee? Or, is the conversation between the mentor and the mentee always strictly confidential? Do you have any guidelines on this question? (more…) by Center for Mentoring Excellence | Mar 7, 2013 | Uncategorized
Creating a mentoring culture is a work in progress. This means you need to be minding your Ps and Qs: continuously monitoring, assessing and enhancing your efforts. If you keep these six Ps in mind – preparation, priority, position, pool, politics and progress – they should enhance your efforts and further help you embed good mentoring practice in your organization. (more…)
by Center for Mentoring Excellence | Mar 6, 2013 | Uncategorized
Author and missionary William Arthur Ward once said, “Opportunity is often difficult to recognize; we usually expect it to beckon us with beepers and billboards.” While many believe that mentoring opportunities arise organically and in the moment, we believe that effective mentoring programs require continuous optimization of opportunity. Often opportunities are right there in front of us and yet we fail to recognize them or bargain them away, thinking that we will find the time to get to them later. (more…)
by Center for Mentoring Excellence | Jan 31, 2013 | Uncategorized
1. Be actively engaged in a mentoring relationship, or have had previous mentoring experience.
2. Make your own growth and development in the role a priority. Continue to grow your knowledge, information and resources so that you can bring energy and enthusiasm to your mentoring program.
3. Get the data collection process started early on and keep the momentum going.
4. Stay in contact with past participants. Find out how they are applying what they’ve learned, get their feedback on your program and consider them as possible future mentor candidates.
5. Always ask yourself, “What more can I be doing to raise the bar on our mentoring program?”
6. Be on the lookout for opportunities to creative value and visibility for mentoring. Make sure that your leaders are continuously updated on mentoring activities and successes.
7. Be selective in whom you choose to be your program mentors. Remember not everyone should be a mentor.
8. Provide your mentors with feedback so they can continue to elevate their mentoring practices.
9. Ensure time, resources, and leadership support are part of your program infrastructure.
10. Develop a leadership succession plan for the next leader of your mentoring program.
11. Make sure you have enough champions throughout the organization; creating a mentoring culture requires mentoring advocacy.
12. Create a continuum of mentoring education and training programs.
by Center for Mentoring Excellence | Jan 17, 2013 | Advice for Leaders
How are you leading? What could you do better to improve your team’s performance and level of satisfaction? (more…)
Does the conversation that occurs between a mentor and mentee necessarily remain confidential during a time when the mentee is being considered for a career move? Or, when a leadership team sits to talk about whether to move someone who has been a mentee, can the mentor add to the conversation from his or her experience with the mentee? Or, is the conversation between the mentor and the mentee always strictly confidential? Do you have any guidelines on this question? (more…)
