The Mentor/Mentee Relationship: <br />How to Get the Best From Each Other<br />Emily Bennington<br />	Coauthor, Effective ...
The beginning of my career was, err…<br />
…But I had a SUPER mentor.<br />Me<br />Skip<br />
Mentoring improves retention and overall job satisfaction.<br />
Two generations ago, the average person held 6 jobs in a lifetime.  <br />
These days, the average is 11+.  <br />Source: United States Bureau of Labor Statistics <br />
With 495 connections at the time, that’s a head-smacking 25%!<br />
For employees today, it’s <br />“Why buy the cow?”<br />OR<br />
Today is about how to:<br />Be a Great Mentor <br />Be a Great Mentee <br />Build a Great Program <br />
Welcome to MenteE-Harmony<br />1: <br />You sync. <br />2: <br />You set expectations – and maybe part ways. <br />3: <br ...
MenteE-Harmony @ The Office<br />1: <br />You sync. <br />2: <br />You set expectations – and maybe part ways. <br />3: <b...
P.S. Some people just don’t click. <br />…and that’s normal.<br />
Sometimes work isn’t as fun as it looks in stock photos.<br />…that’s normal too.<br />
When it comes to mentoring…<br />Not That<br />Think This<br />
“You looked directly at the client when you were speaking. You rock.”<br />The difference is subtle….<br />
“Talk to me about what you did right at the client meeting.”<br />….but powerful when it comes to how we learn.<br />
What does everysuccessful mentor/mentee relationship have in common?<br />
Written Goals!<br />
Halleluiah!<br />
When it comes to focus…<br />…some people really get it.<br />…some people sort of get it.<br />
..and some people NEVERget it! <br />
ATTENTIONMENTEES!<br />YOU are responsible for driving the relationship. <br />It’s YOUR responsibility to make contact wi...
Send (or require) a Friday Update each week.<br />
If it were left to us, we would all stay safely inside our comfort zone, but..<br />
Who Said It?<br />Max DePree…<br />“We cannot become what we need to be by remaining what we are today.”<br />…or Oprah?<b...
Mentor MythBusters<br />
MYTH: Mentoring is a Contact Sport<br />Long distance romance is tough. <br />Long distance mentoring… <br />not so much. ...
MYTH: Mentoring is Labor Intensive<br />Studies show significant benefits in just 1-2 hours per month. <br />
MYTH: Mentoring is One-To-One<br />Group mentoring is a cost efficient way to teach colleagues the same skills at the same...
MYTH: Mentoring is Exclusive<br />Every employee in your organization who wants a mentor should have access to one. <br />
MYTH: Mentoring is for Rising Stars Only<br />“While many organizations support mentoring efforts, few have created organi...
Why Mentoring Programs Fail<br />Lack of understanding about how mentoring can benefit the organization. <br />Lack of res...
A “culture of mentoring” = the very thought of removing the program becomes like removing the coffee.<br />
These Guys Get it RIGHT<br />
Recipe for Sodexo’s Success <br />They have a program facilitator to “run the show.”<br />They publicly acknowledge and re...
Mentoring’s 2-to-1 Return <br />Sodexo leadership has found that for every $1 invested in the program, there is a $2 retur...
Better management
Increased productivity
Increased customer satisfaction </li></li></ul><li>Mentors vs. Mentees:<br />Who Grows More?<br />
Back to my mentor…<br />He helped me become a better professional. <br />I helped him become an author, fulfilling a lifel...
“The only thing worse than training employees and losing them, is NOT training and keeping them.” <br />ZigZiglar<br />
Mentors are endangered.<br />“Think about your own careers. Those of you who got here with no mentors raise your hand.” <b...
Your Challenge<br />Find a mentor. <br />Become a mentor. <br />Grow your program. <br />
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The Mentor / Mentee Relationship: How to Get the Best From Each Other

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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.

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The Mentor / Mentee Relationship: How to Get the Best From Each Other

  1. 1. The Mentor/Mentee Relationship: <br />How to Get the Best From Each Other<br />Emily Bennington<br /> Coauthor, Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job<br />
  2. 2. The beginning of my career was, err…<br />
  3. 3. …But I had a SUPER mentor.<br />Me<br />Skip<br />
  4. 4. Mentoring improves retention and overall job satisfaction.<br />
  5. 5. Two generations ago, the average person held 6 jobs in a lifetime. <br />
  6. 6. These days, the average is 11+. <br />Source: United States Bureau of Labor Statistics <br />
  7. 7. With 495 connections at the time, that’s a head-smacking 25%!<br />
  8. 8. For employees today, it’s <br />“Why buy the cow?”<br />OR<br />
  9. 9. Today is about how to:<br />Be a Great Mentor <br />Be a Great Mentee <br />Build a Great Program <br />
  10. 10. Welcome to MenteE-Harmony<br />1: <br />You sync. <br />2: <br />You set expectations – and maybe part ways. <br />3: <br />You agree to make a commitment. <br />4: <br />You realize commitment is work.<br />5: <br />If you’re lucky, you have a very rewarding experience where you get as much (or more) than you give. <br />
  11. 11. MenteE-Harmony @ The Office<br />1: <br />You sync. <br />2: <br />You set expectations – and maybe part ways. <br />3: <br />You agree to make a commitment. <br />4: <br />You realize commitment is work.<br />5: <br />If you’re lucky, you have a very rewarding experience where you get as much (or more) than you give. <br />
  12. 12. P.S. Some people just don’t click. <br />…and that’s normal.<br />
  13. 13. Sometimes work isn’t as fun as it looks in stock photos.<br />…that’s normal too.<br />
  14. 14. When it comes to mentoring…<br />Not That<br />Think This<br />
  15. 15. “You looked directly at the client when you were speaking. You rock.”<br />The difference is subtle….<br />
  16. 16. “Talk to me about what you did right at the client meeting.”<br />….but powerful when it comes to how we learn.<br />
  17. 17. What does everysuccessful mentor/mentee relationship have in common?<br />
  18. 18. Written Goals!<br />
  19. 19. Halleluiah!<br />
  20. 20. When it comes to focus…<br />…some people really get it.<br />…some people sort of get it.<br />
  21. 21. ..and some people NEVERget it! <br />
  22. 22. ATTENTIONMENTEES!<br />YOU are responsible for driving the relationship. <br />It’s YOUR responsibility to make contact with your mentor, create an agenda for each session, and come prepared to report on progress.<br />
  23. 23. Send (or require) a Friday Update each week.<br />
  24. 24. If it were left to us, we would all stay safely inside our comfort zone, but..<br />
  25. 25. Who Said It?<br />Max DePree…<br />“We cannot become what we need to be by remaining what we are today.”<br />…or Oprah?<br />
  26. 26. Mentor MythBusters<br />
  27. 27. MYTH: Mentoring is a Contact Sport<br />Long distance romance is tough. <br />Long distance mentoring… <br />not so much. <br />
  28. 28. MYTH: Mentoring is Labor Intensive<br />Studies show significant benefits in just 1-2 hours per month. <br />
  29. 29. MYTH: Mentoring is One-To-One<br />Group mentoring is a cost efficient way to teach colleagues the same skills at the same time. <br />
  30. 30. MYTH: Mentoring is Exclusive<br />Every employee in your organization who wants a mentor should have access to one. <br />
  31. 31. MYTH: Mentoring is for Rising Stars Only<br />“While many organizations support mentoring efforts, few have created organizational environments in which these efforts can flourish.”<br />- Triple Creek (3creek.com)<br />Everyone in your organization who wants a mentor should have access to one. <br />
  32. 32. Why Mentoring Programs Fail<br />Lack of understanding about how mentoring can benefit the organization. <br />Lack of resources to fully implement a formal mentoring program. <br />Limited knowledge of what a successful program truly entails. <br />Executive lip service, but no action behind the words. <br />Source: Triple Creek (www.3creek.com) <br />
  33. 33. A “culture of mentoring” = the very thought of removing the program becomes like removing the coffee.<br />
  34. 34.
  35. 35. These Guys Get it RIGHT<br />
  36. 36. Recipe for Sodexo’s Success <br />They have a program facilitator to “run the show.”<br />They publicly acknowledge and reward the people who are making their program successful.<br />They measure. <br />
  37. 37. Mentoring’s 2-to-1 Return <br />Sodexo leadership has found that for every $1 invested in the program, there is a $2 return through tangible items such as: <br /><ul><li>Reduced turnover
  38. 38. Better management
  39. 39. Increased productivity
  40. 40. Increased customer satisfaction </li></li></ul><li>Mentors vs. Mentees:<br />Who Grows More?<br />
  41. 41. Back to my mentor…<br />He helped me become a better professional. <br />I helped him become an author, fulfilling a lifelong dream.<br />2010<br />2005<br />
  42. 42. “The only thing worse than training employees and losing them, is NOT training and keeping them.” <br />ZigZiglar<br />
  43. 43. Mentors are endangered.<br />“Think about your own careers. Those of you who got here with no mentors raise your hand.” <br />Frank Morgan, Director of Development, Dow <br />
  44. 44. Your Challenge<br />Find a mentor. <br />Become a mentor. <br />Grow your program. <br />
  45. 45. Resources<br />ProfessionalStudio365.com<br />Emily Bennington – College to Career Expert <br />
  46. 46. ProfessionalStudio365.com<br />Twitter: @EmilyBennington<br />ebennington@msn.com<br />
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