Turning on the Light Cali Presentation
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This document provides tips for developing and participating in mentoring programs to support the future of industrial hygiene. It discusses the benefits of mentoring programs, including talent development, skill building, knowledge sharing, and employee retention. The document recommends recruiting mentors and mentees from local professional organizations, universities, and companies. It emphasizes the importance of establishing a foundation for the program by defining roles and responsibilities, resources, tracking, and metrics for success. The document also covers matching mentors and mentees, orientation and training, and encourages participation in existing mentoring programs.
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Turning on the Light Cali Presentation
- 1. #aihce Turning on the Light: Tips for Developing and Getting Involved in Mentoring Programs to Sustain the Future of Industrial Hygiene MELISSA M. RUPERT, CIH, MS DIRECTOR, INDUSTRIAL HYGIENE SEVENGEN CINCINNATI, OH
- 2. Our “To Do” List: Who am I? Benefits of Mentoring Recruitment Retention Program Development Finding Participants Making the Match Wrap it up
- 3. Allow Myself to Introduce . . . myself Consultant Living in Cincinnati, OH Mom, wife, business partner, volunteer Mentor Mentee
- 4. Benefits of Mentoring Programs – Fishing for Talent
- 5. Benefits of Mentoring Your people are your greatest resource!! Developing talent and knowledge translates into results on the bottom line Cost efficient alternative to traditional training programs Can enhance organizational talent and talent management strategies Other benefits: Recruitment and onboarding Talent development Skill and leadership development Employee retention Diversity enhancement Knowledge sharing Employer branding
- 6. Benefits of Mentoring – Recruitment and Onboarding The promise of a supportive mentor in a structured program is attractive to young and mid career professionals It’s a signal to all potential employees that you are invested their personal and professional success Establishes your company sees their employees as investments Enables new hires to integrate and engage in the organization faster
- 7. Benefits of Mentoring – Talent Development Mentoring allows employees to reach their full potential Promote your employees’ personal and professional development in a strategic and supportive way Leads to enhanced ROI per individual! Motivates and engages your top-talent employees Sustainable talent pipeline Essential for workforce planning and succession planning
- 8. Benefits of Mentoring – Skill and Leadership Development Developes employee skills and qualities that continue to support the organization beyond the mentoring relationship It goes beyond the target competencies, participants develop: Leadership skills Teamwork Self-awareness Ability to compromise, etc.
- 9. Benefits of Mentoring – Employee Retention Star employees stay and thrive at organizations where they can see themselves achieving their goals Employees value organizations that provide guidance they need to grow as professionals Nothing says “support” like a mentoring program.
- 10. Benefits of Mentoring – Employee Productivity Mentees develop skills on a just-in-time (JIT) basis according to their career needs JIT development supports productivity (instead of sending employees to classroom training) Mentoring programs translate theory into practice – real-world application
- 11. Benefits of Mentoring – Diversity Enhancement Studies show mentoring is most significant to the retention of women and minority employees Presence or absence of a program drives the decision to remain at or leave an organization Mentoring helps you support, develop and KEEP talented employees of all backgrounds Bolsters knowledge-base
- 12. Benefits of Mentoring – Knowledge Sharing With aging workforces – it’s crucial for organizations to transfer knowledge and experience of seasoned professionals Mentoring provides opportunity for veteran employees to share their experiences with young and mid-career professionals Ensures organizational knowledge is not lost to retirement
- 13. Benefits of Mentoring – Employer Branding Mentoring programs can help brand your organization as one that CARES about its employees Will help to attract the best people and achieve success
- 14. Sustaining the Future of the EHS Profession Mentoring programs can be used for recruitment Mentoring students before they go to college Mentoring undergrad students Building knowledge early, develops interest Most effective for professional organizations such as ASSE or AIHA to mentor this young talent
- 15. Where to Recruit Recruiting new talent into the EHS profession can come from many avenues How early are you interested in starting? Get ‘em early (professional organizations) Outreach to high schools Attend career fairs Reel ‘em in (professional organizations and companies) Matching mentors to undergraduate or graduate students Keep ‘em on the hook (professional organizations and companies) Establishing a program from current employees
- 16. Building a Mentoring Program
- 17. Who would want to develop a progam? Local professional organizations Local sections of ASSE and AIHA could really benefit from a program Don’t have to recreate the wheel – national programs may be able to offer structural support while the local section provides the participants Universities and educational institutions Corporate organizations Small businesses
- 18. You Need a Foundation First! Whether it’s a small program with just a few people or a large program for an entire organization: Consider Resources Available mentors and mentees Time Spending time establishing the infrastructure up front WILL save you time and headaches
- 19. Ask Yourself. . . . Who will participate? How will you make matches? How long will relationships last? Who will be responsible for what? What resources will you provide? How will you track participants? Follow-up?
- 20. Responsibilities Determine who is responsible for what – the program needs an internal team for support Matching Content development Marketing Tracking Measuring the program Clearly define roles Consider program growth in your structure
- 21. Resources Materials can be very useful to participants Manuals Guidelines Topic ideas Meeting ideas Other available resources Look at this mountain of resources!
- 22. Tracking Participants Important to track participants to determine if relationships are working Some professionals can use for CM Did you know CIH’s can get CM for Mentoring? To provide ongoing support
- 23. Measuring Success Keep tabs on the success of the program Define metrics for success Continuous feedback Evaluate and adapt
- 25. Finding Mentors Realistically describe the benefits, practices and challenges of the program Quality over quantity Mentors should be relatable Screening prospective mentors will improve the quality of the mentor To determine if they have the time To determine if they have the qualities of a good mentor To determine if they will be effective as a mentor All information gathered should be kept confidential!
- 26. Finding Mentees Realistically describe the benefits, practices and challenges of the program Ensure mentees are committed to the program Ensure they are responsive
- 27. Match Making
- 28. A Match Made in Heaven Matching is maybe most important part of program Mutually beneficial partnership to help individuals achieve goals One of the biggest challenges of any program! Have clear and specific goals and objectives for the program What will be achieved through the program? Administrator-led matching or self-matching?
- 29. A Match Made in Heaven Define match criteria – what will make a good match in YOUR program? Geographical Business unit or department Interests Goals Rank criteria and then match as many items as possible Remember goals of your program Follow-up with pair early and often
- 30. Orientation and Training Make sure participants are clear on program parameters Duration of relationship Frequency of meetings Local vs. Long Distance Topics (as guidance or mandatory) Train mentors in basic knowledge and skills needed to build an effective Ethical dilemmas Program Rules Goals and expectations Relationship development and maintenance Available resources
- 31. Orientation and Training Training the mentee Program Rules Goals and expectations Available resources
- 32. Get Involved
- 33. Join a Program Don’t have to create a program to make a difference There are programs out there with ASSE and AIHA Mentoring Programs need supporters Be a Mentee Be a Mentor For more information on the AIHA program or how to develop your own program, you can contact Melissa Rupert – mrupert@sevengenhse.com
- 34. Thank You!
Editor's Notes
- The promise of a supportive mentor in a structured mentoring program will attract the most capable and motivated candidates to your organization. By offering a mentoring program as part of your organization's recruitment and onboarding process, you signal to all potential employees that you are invested in their personal and professional success, and that your organization goes the extra mile to support its employees' careers. A mentoring program enables new hires to integrate and engage with your organization faster, making your onboarding process more efficient and effective.
- Mentoring enables each of your employees to reach their full potential at your organization. Mentoring programs promote your employees' personal and professional development in a strategic and supportive way, leading to enhanced return on investment per individual. Mentoring motivates and engages your top-talent employees. The most crucial employees at your organization provide you with the means to build a sustainable talent pipeline. A targeted mentoring program enables you to actively motivate and engage your most promising people - an indispensable part of successful workforce planning and succession planning strategy.
- Mentoring develops employee skills and qualities that remain valuable beyond the duration of the mentoring partnership. Employees in mentoring partnerships gain more than the specific competencies they set out to develop. All participants in the mentoring program enhance not only their target competencies, but also their leadership skills, teamwork, ability to compromise, and self-awareness. All of these skills add value to your employees and your organization.
- Retain your most promising leaders through formal mentoring. Top talent employees stay and thrive at organizations where they see themselves achieving their career goals and receiving the guidance they need to grow as professionals and individuals. Mentoring is one of the best ways to ensure that your best employees feel supported by your organization.
- Mentees develop skills according to their individual career needs on a just-in-time basis. This enables employees to stay productive on the job instead of having to attend hours or days of traditional classroom training. Where traditional training programs may illustrate concepts, mentoring partnerships help employees translate theory into practice as they apply their new knowledge immediately to projects and assignments.
- While mentoring is crucial to employee retention at any organization, it contributes most significantly to the retention of women and minority employees. Often, women, racial/ethnic minorities, and international employees indicate that the presence or absence of a supportive mentoring program is what ultimately drives their decision to remain with or leave their organization. Mentoring helps you support, develop, and keep your talented employees from all backgrounds, bolstering a creative knowledge-base, and establishing a competitive advantage with your increasingly diverse clientele.
- With the current and impending retirement of millions of Baby Boomers and an aging workforce, it is crucial for organizations to retain the wealth of knowledge and experience of seasoned employees. Mentoring partnerships provide direct opportunities for knowledge sharing - enhancing and tapping into knowledge capital within an organization, and ensuring that your valuable organizational knowledge is not lost.
- The organizations that achieve the most sustainable success are those that attract the best people to develop their strategies and achieve their goals. An effective mentoring program brands your organization as one that truly cares about its employees, helping your organization continuously attract the best people for the roles you need.
- Investing in high quality matches will improve quality of program. At its core, mentoring is about establishing mutually beneficial partnerships between individuals to achieve specific goals. That's why successfully matching mentors and mentees will be one of the most critical aspects of your mentoring program. The key to mentor matching is having a clear and specific business objective for your mentoring program. Defining your objectives will help you specify why you're creating a mentoring program and what you expect to achieve through the mentoring process, as well as determine your ideal pool of mentors and mentees. Administrator-Led Matching: Mentoring program administrators determine the matching criteria and use the results to match designated mentors and mentees. Mentor-Mentee Self-Matching: Mentoring program administrators set the matching criteria, then mentors and mentees select each other from optimized lists prepared for them – kind of like an interview process.
- Investing in high quality matches will improve quality of program