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Value Of Mentoring


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Value Of Mentoring

  1. 1. Value of Mentoring Fort Lauderdale ASTD Presented By: Nancy Rehbine Zentis, Ph.D.
  2. 2. What is Mentoring? <ul><li>Mentoring is a developmental partnership where one person shares knowledge, skills, information, and perspective to foster the personal and professional growth of someone else. </li></ul>“ Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” by John Crosby
  3. 3. What is Mentoring? <ul><li>It also provides a highly confidential way to share and explore problems, difficulties and strategies....&quot; </li></ul>
  4. 4. Mentoring Relationships <ul><li>Hospitals </li></ul><ul><li>Universities </li></ul><ul><li>Schools </li></ul><ul><li>Politicians </li></ul><ul><li>Sports </li></ul><ul><li>Lawyers </li></ul><ul><li>Corporations </li></ul><ul><li>Non Profits </li></ul>Yogi Berra/Bill Dickey - “Bill is learning me his experience ”
  5. 5. Legislative History <ul><li>2003 - $450 Million was provided for over three years to recruit and train one million mentors for disadvantaged and middle school children and children whose parents are incarcerated. </li></ul><ul><li>Americans were called to volunteer as Mentors ! </li></ul>Mentoring Programs provide grants to local, direct-service mentoring organizations to establish or expand their mentoring program.
  6. 6. Diversity Programs <ul><li>Mentors meet with protégés during a “brown bag lunch series” where they share their professional experiences, offer advice on career development and answer questions . </li></ul>
  7. 7. What is a Mentor? <ul><li>A mentor is someone who offers experience, wisdom, guidance, and encouragement, and demonstrates superior leadership. </li></ul>&quot;It is not what we give but what we share, for the gift without the giver is bare.” (Unknown)
  8. 8. Mentor’s Role <ul><li>Give vision and insight </li></ul><ul><li>Support and encouragement </li></ul><ul><li>Acts as a role model and volunteer time </li></ul><ul><li>Approachable </li></ul><ul><li>Explains unwritten rules, corporate cultures and values </li></ul><ul><li>Political circumstances to frame decisions </li></ul><ul><li>Guidance in developing leadership competencies </li></ul><ul><li>Help in identifying career opportunities </li></ul><ul><li>Time and energy to develop the mentoring relationship </li></ul><ul><li>A trusting and meaningful relationship </li></ul><ul><li>Help in developing self-confidence and self-esteem </li></ul>
  9. 9. Why Protégés Need Mentors <ul><li>Improve and develop skills and career opportunities </li></ul><ul><li>Learn about organization and key players </li></ul><ul><li>Explore their untapped potential </li></ul><ul><li>New hire on boarding </li></ul><ul><li>Develop their leadership skills </li></ul><ul><li>Make valuable contacts within the company </li></ul><ul><li>Enhance career advancement opportunities </li></ul>
  10. 10. Value of Mentoring <ul><li>In one study reported that over half of the protégé’s who had been in a mentoring relationship, said: “ My mentoring experience changed my life.”Those are powerful words! </li></ul>
  11. 11. <ul><li>Gain valuable insights </li></ul><ul><li>Learn organizational culture </li></ul><ul><li>Make a quicker transition into their roles </li></ul><ul><li>Gain career success </li></ul>Value to Protégés <ul><li>Strengthen relationships with other leaders </li></ul><ul><li>Develop critical skills and attributes </li></ul>
  12. 12. Value to Mentors: <ul><li>Personal leadership satisfaction </li></ul><ul><li>Fosters good working relationships between new and experienced managers </li></ul><ul><li>Sense of accomplishment </li></ul><ul><li>Personal Growth </li></ul><ul><li>Higher visibility within the organization </li></ul><ul><li>Legacy of personal knowledge, insight, and experience </li></ul><ul><li>Increased knowledge and expertise </li></ul><ul><li>Job Enrichment </li></ul>
  13. 13. Value to the Organization <ul><li>Develop a culture that fosters personal and professional growth </li></ul><ul><li>Increased Leadership Role Models - </li></ul><ul><li>Accelerated processes Identifying High Potentials </li></ul><ul><li>Increased job satisfaction for protégés and mentors </li></ul><ul><li>Sharing and leveraging strategic knowledge and skill throughout the organization </li></ul><ul><li>A means for leaders to align with one another on business direction </li></ul>
  14. 14. Strategic Value <ul><li>Recruitment </li></ul><ul><li>Retention </li></ul><ul><li>Diversity </li></ul><ul><li>On Boarding </li></ul><ul><li>Satisfaction </li></ul><ul><li>Engagement </li></ul><ul><li>Employment Branding </li></ul><ul><li>Employee Development </li></ul><ul><li>Leadership Development </li></ul><ul><li>Feedback Culture </li></ul>
  15. 15. Personal Value <ul><ul><li>&quot;I seem to arrive more firmly at the conclusion that my own life struggle has had meaning only because, dimly and perhaps incoherently, it has sought to achieve the supreme objective of ensuring that each of us, without regard to race, color, gender or social status, could have the possibility “To Reach For The Sky.&quot; </li></ul></ul><ul><ul><li>Nelson Mandela </li></ul></ul>
  16. 16. Benefits of Mentoring <ul><li>Retention of employees 73% </li></ul><ul><li>Improve leadership and managerial skills 71% </li></ul><ul><li>Develop new leaders 66% </li></ul><ul><li>Enhance career development 62% </li></ul><ul><li>Put high-potential individuals on the fast career track 49% </li></ul><ul><li>Promote diversity 48% </li></ul><ul><li>Improve technical knowledge 30% </li></ul>
  17. 17. Retention <ul><li>A survey of over 60 Fortune 500 firms found that only 16 percent (16%) of protégés intended to quit within the following 12 months compared with a rate of 35 percent (35%) for employees who had not been mentored . </li></ul>Emerging Workforce Study , Interim (1999). In a survey of US companies with formal mentoring programs, 77% indicated that mentoring improved both employee retention and performance.
  18. 18. Mentoring Programs <ul><li>A study of 300 companies found that 25 percent (25%) have formal mentoring programs in place and another 25 percent (25%) are planning to start programs within the next 12 months . </li></ul>Of those companies, about 50 percent set up those programs to promote diversity.
  19. 19. Career Development <ul><li>A survey of Fortune 500 CEO's found that 75 percent (75%) cited mentoring as one of the top three key factor in their career . </li></ul>96 percent (96%) cited mentoring as an important developmental tool. Workforce (March 1998).
  20. 20. Mentoring Women <ul><li>Thirty percent (30%) of women executives and 24 percent (24%) of CEOs pointed to a lack of mentoring as one of the most significant obstacles for women and CEOs. </li></ul>Eighty-five percent (85%) of women said that at least three or more individuals influenced their personal and professional development and contributed to their success. Forty-five percent (45%) of women said that the mentoring process helped achieve their current position, and 53% said that the mentoring process did not help them achieve their current position. Ninety-one percent (91%) of female executives had a mentor at some point in their careers and 81% saw their mentors as being critical or fairly important in their career advancement.
  21. 21. Outcomes of Mentoring <ul><li>Protégé’s who’ve had mentors agreed that mentors could play an important role in their learning of the ropes by providing access to opportunities and by offering guidance and support throughout their careers. </li></ul>The program was very well organized and allowed for flexible scheduling of meetings.  I would recommend this experience to mentors and mentees without reservation.  It was one of the highlights of my year.   Maxine Kamin It has been an enriching experience for both of us and I look forward to seeing Jackie pass her mentoring knowledge on to the next generation of ASTD Trainers. Mona Gordan I am really proud of and amazed at the high level this program has achieved. For me the program has been a really effective and honest way of tackling my personal, professional goals.  The value has come at every moment, but especially the times when I needed it the most. Laura Fothergill.
  22. 22. Developing A Mentoring Culture <ul><li>Set Organizational Goals. </li></ul><ul><ul><li>Develop a mentoring program based on solid business goals such as increasing diversity or making your organization a better place to work. </li></ul></ul><ul><li>Gain Commitment from the Top. </li></ul><ul><ul><li>The Mentoring Program won’t be effective unless there is senior leader support </li></ul></ul><ul><li>Hold Leaders Accountable </li></ul><ul><ul><li>Leaders must demonstrate ethical leadership practices and be held accountable </li></ul></ul><ul><li>Show Them the Way </li></ul><ul><ul><li>Mentoring is key to developing and growing talented employees. </li></ul></ul><ul><li>Mentoring Programs Impact Diversity </li></ul><ul><ul><li>Losing talented employees and wasting talent costs companies money. </li></ul></ul><ul><li>Measure Outcomes </li></ul><ul><ul><li>Identify measurable goals and evaluate mentoring outcomes </li></ul></ul><ul><li>Communicate and Celebrate Success! </li></ul><ul><ul><li>Meet frequently to communicate success stories and celebrate! </li></ul></ul>
  23. 23. Please Mentor Me <ul><li>Please mentor me to develop the courage to dream and the conviction to carry it through. </li></ul><ul><li>Please mentor me to discover things about myself I may not know. </li></ul><ul><li>Please mentor me to assess my shortcomings and develop new skills and attributes. </li></ul><ul><li>Please mentor me to face challenges and make effective decisions. </li></ul><ul><li>Please mentor me to gain acceptance in a culture that may not value me or recognize my talents. </li></ul><ul><li>Please mentor me to provide direction when I’m headed down the wrong path. </li></ul><ul><li>Please mentor me and be a role model - someone I can trust and look up to. </li></ul><ul><li>Please stand up for me when I need an advocate, so that I can develop the courage and self esteem to withstand adversity. </li></ul><ul><li>Please mentor me so someday I may grow to be like you! By: Nancy Rehbine Zentis, Ph.D. </li></ul>
  24. 24. Thank You! For More Information, please call Nancy at 954-341-2522, For resources on Mentoring, check out our webpage: