Emily Bennington successfully turned her very first boss into her mentor and, later, her coauthor. This webinar explores what both parties must contribute to build a mutually-rewarding experience.
The Mentor / Mentee Relationship: How to Get the Best From Each Other
1. The Mentor/Mentee Relationship: How to Get the Best From Each Other Emily Bennington Coauthor, Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job
9. Today is about how to: Be a Great Mentor Be a Great Mentee Build a Great Program
10. Welcome to MenteE-Harmony 1: You sync. 2: You set expectations – and maybe part ways. 3: You agree to make a commitment. 4: You realize commitment is work. 5: If you’re lucky, you have a very rewarding experience where you get as much (or more) than you give.
11. MenteE-Harmony @ The Office 1: You sync. 2: You set expectations – and maybe part ways. 3: You agree to make a commitment. 4: You realize commitment is work. 5: If you’re lucky, you have a very rewarding experience where you get as much (or more) than you give.
22. ATTENTIONMENTEES! YOU are responsible for driving the relationship. It’s YOUR responsibility to make contact with your mentor, create an agenda for each session, and come prepared to report on progress.
27. MYTH: Mentoring is a Contact Sport Long distance romance is tough. Long distance mentoring… not so much.
28. MYTH: Mentoring is Labor Intensive Studies show significant benefits in just 1-2 hours per month.
29. MYTH: Mentoring is One-To-One Group mentoring is a cost efficient way to teach colleagues the same skills at the same time.
30. MYTH: Mentoring is Exclusive Every employee in your organization who wants a mentor should have access to one.
31. MYTH: Mentoring is for Rising Stars Only “While many organizations support mentoring efforts, few have created organizational environments in which these efforts can flourish.” - Triple Creek (3creek.com) Everyone in your organization who wants a mentor should have access to one.
32. Why Mentoring Programs Fail Lack of understanding about how mentoring can benefit the organization. Lack of resources to fully implement a formal mentoring program. Limited knowledge of what a successful program truly entails. Executive lip service, but no action behind the words. Source: Triple Creek (www.3creek.com)
33. A “culture of mentoring” = the very thought of removing the program becomes like removing the coffee.
36. Recipe for Sodexo’s Success They have a program facilitator to “run the show.” They publicly acknowledge and reward the people who are making their program successful. They measure.
41. Back to my mentor… He helped me become a better professional. I helped him become an author, fulfilling a lifelong dream. 2010 2005
42. “The only thing worse than training employees and losing them, is NOT training and keeping them.” ZigZiglar
43. Mentors are endangered. “Think about your own careers. Those of you who got here with no mentors raise your hand.” Frank Morgan, Director of Development, Dow