Hannah Scott completed a cooperative education internship with the Workforce Engagement and Transformation office at the Michigan Department of Community Health. She assisted with various projects including observing Lean Process Improvement workshops, drafting training materials, coordinating communications campaigns, and event planning. Hannah gained experience in communication, project management, and dealing with challenges. She felt her supervisor and the WT team provided excellent mentorship and support during the internship. The experience helped Hannah better understand her career goals in mass communication.
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and Role Models - Best Practices in Many Cultures
Katy Dickinson, Founder, Mentoring Standard
Voices 2015 www.globaltechwomen.com
Wed March 11 8:30 PST
Wed March 11 11:30 EST
Wed March 11 15:30 UTC
Wed March 11 21:00 IST
Thu March 12 2:30 Sydney
Session Length: 1 Hour
Mentoring is a professional methodology with remarkably good payback. This talk will present how mentors, mentees, and their home organizations can make the most of this best practice, including how to start up and measure a mentoring program. Examples will come from successful corporate, governmental, and school-based mentoring programs in Brazil, China, India, the USA, Europe, Africa, and the Middle East. Program success in one Engineering company was measured at over 1,000% return on investment (ROI) with more than twice the normal promotions, 93% satisfaction, 88% mentors working remotely from mentees in 30 global sites, and 70% executive mentors. Many of the stories will come from the U.S. State Department's TechWomen mentoring program for STEM professional women. Since 2011, 250 mentors from 89 Silicon Valley companies have hosted TechWomen Emerging Leaders from the Middle East and Africa who then return to their home countries to be mentors and role models for girls and young women. Illustrations for the talk will come from sources including the "Notable Women in Computing Card Deck" Kickstarter project and the "TechWomen Emerging Leaders from the Middle East and Africa" project.
About Katy: Katy Dickinson designs and manages successful mentoring programs in the Americas, Africa, the Middle East, Europe, and Asia. She has held senior executive roles at Everwise, People to People, MentorCloud, Huawei, and Sun Microsystems. At Sun, she created and managed the global Engineering mentoring programs for ten years, after creating and managing the Sun Labs archiving system, the Software development life cycle process, and other large corporate infrastructure.
Katy Dickinson was the Process Architect for the first class of the U.S. State Department’s TechWomen mentoring program for the Middle East and Africa. She is an Accredited Mentor, University of the South - School of Theology, Education for Ministry program. Member of the Anita Borg Institute Advisory Board. Lecturer for the University of California at Berkeley Engineering class on entrepreneurship. Katy Dickinson was graduated from the University of California at Berkeley with high honors and distinction. She is an author, speaker, and popular blogger.
Introducing a Volunteer Mentoring Program - Part IVolunteerMatch
When engaging volunteers it can be difficult to ensure that each volunteer receives the time, attention, and training that they need to be successful - this is where a volunteer mentoring program can help! Mentoring improves success in volunteer placement, increases recruiting and retention rates, engages seasoned volunteers and creates a sustainable practice for your organization. By encouraging a learning culture through mentoring, you can ensure that volunteers take an active role in spreading knowledge and best practices throughout their organization. In the first part of this two-part session, you'll learn how a mentoring program can benefit your volunteer engagement program and your organization, and some key steps and best practices for creating a mentoring program. Part II will cover building and managing a team of volunteer mentors. While it is strongly encouraged and extremely beneficial to attend both Part I and Part II of this series, attending both is not required.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
Mentors and Role Models - Best Practices in Many Cultures - Voices 2015Deanna Kosaraju
Mentors and Role Models - Best Practices in Many Cultures
Katy Dickinson, Founder, Mentoring Standard
Voices 2015 www.globaltechwomen.com
Wed March 11 8:30 PST
Wed March 11 11:30 EST
Wed March 11 15:30 UTC
Wed March 11 21:00 IST
Thu March 12 2:30 Sydney
Session Length: 1 Hour
Mentoring is a professional methodology with remarkably good payback. This talk will present how mentors, mentees, and their home organizations can make the most of this best practice, including how to start up and measure a mentoring program. Examples will come from successful corporate, governmental, and school-based mentoring programs in Brazil, China, India, the USA, Europe, Africa, and the Middle East. Program success in one Engineering company was measured at over 1,000% return on investment (ROI) with more than twice the normal promotions, 93% satisfaction, 88% mentors working remotely from mentees in 30 global sites, and 70% executive mentors. Many of the stories will come from the U.S. State Department's TechWomen mentoring program for STEM professional women. Since 2011, 250 mentors from 89 Silicon Valley companies have hosted TechWomen Emerging Leaders from the Middle East and Africa who then return to their home countries to be mentors and role models for girls and young women. Illustrations for the talk will come from sources including the "Notable Women in Computing Card Deck" Kickstarter project and the "TechWomen Emerging Leaders from the Middle East and Africa" project.
About Katy: Katy Dickinson designs and manages successful mentoring programs in the Americas, Africa, the Middle East, Europe, and Asia. She has held senior executive roles at Everwise, People to People, MentorCloud, Huawei, and Sun Microsystems. At Sun, she created and managed the global Engineering mentoring programs for ten years, after creating and managing the Sun Labs archiving system, the Software development life cycle process, and other large corporate infrastructure.
Katy Dickinson was the Process Architect for the first class of the U.S. State Department’s TechWomen mentoring program for the Middle East and Africa. She is an Accredited Mentor, University of the South - School of Theology, Education for Ministry program. Member of the Anita Borg Institute Advisory Board. Lecturer for the University of California at Berkeley Engineering class on entrepreneurship. Katy Dickinson was graduated from the University of California at Berkeley with high honors and distinction. She is an author, speaker, and popular blogger.
Introducing a Volunteer Mentoring Program - Part IVolunteerMatch
When engaging volunteers it can be difficult to ensure that each volunteer receives the time, attention, and training that they need to be successful - this is where a volunteer mentoring program can help! Mentoring improves success in volunteer placement, increases recruiting and retention rates, engages seasoned volunteers and creates a sustainable practice for your organization. By encouraging a learning culture through mentoring, you can ensure that volunteers take an active role in spreading knowledge and best practices throughout their organization. In the first part of this two-part session, you'll learn how a mentoring program can benefit your volunteer engagement program and your organization, and some key steps and best practices for creating a mentoring program. Part II will cover building and managing a team of volunteer mentors. While it is strongly encouraged and extremely beneficial to attend both Part I and Part II of this series, attending both is not required.
5 Types of Modern Mentoring That Can Benefit Your OrganizationKatie Mouton
Modern mentoring goes beyond the traditional one-to-one mentoring model that has been adapted through the years. Traditional mentoring is still popular, but with the increasing number of millennials joining the workforce, organizations are beginning to include more contemporary forms of mentoring. These programs embrace a new approach where everyone is considered equal, rather than senior or junior, and the mentoring environments are more casual or even virtual.
In this webinar, we discussed 5 modern mentoring concepts that can facilitate learning within your organization that is more agile and allows for a larger possibility of knowledge sharing.
Flash Mentoring – How does it work?
Virtual Mentoring – What are the pros and cons?
Group Mentoring – Advantages and Disadvantages.
Reverse Mentoring- How to make this relationship successful.
Speed Mentoring- How is it beneficial?
Creating a Great culture for remote teams Deepa Kartha
Remote working is here to stay for the foreseeable future. When companies started working remotely earlier in 2020, the focus was on the basics - connectivity, tools, access, ability to work from home with commitments and distractions like children and care giving - the focus was at the business continuity level. With this situation dragging out for a longer time organizations have to figure out how they create a thriving culture with their remote teams. Most companies are starting from square-one and relearning how to create their culture.
Empathic Intervision; A Peer-to-Peer Practice [2nd Ed] - L.W. Niezink & K.J. ...Lidewij Niezink
Leaders and employees agree on the need for empathy in the workplace, yet crucial gaps remain between intentions and implementation. To bridge these gaps, empathy practice in organisations needs to be understood, implemented and studied. In this Ebook we introduce Empathic Intervision, a structured peer-to-peer method to apply empathy in organisation routines. We introduce intervision, combining work and learning, to handle situations, questions and problems with an intent to learn from each other, improve expertise and co-evolve insights and outcomes. We describe how Empathic Intervision supplements the advantages of intervision with five layered empathic capacities: self-empathy, kinesthetic, reflective, imaginative empathy as well as empathic creativity, to aid deeper hearing and understanding and consideration of each other’s perspectives. We contextualize this method within the emergence of practices such as human-centric design, agile self-organizing teams and co-creation with the aim to bridge silos, cross barriers and offer a hands-on practice for organisational development.
SThree France & Benelux Reverse Mentoring programSThree
Mentoring is a pillar of our talent development initiatives and a great tool to support inclusion and diversity. At Sthree we wanted to take this to the next level and offer our most senior employees the opportunity to benefit from ideas from our more junior colleagues. We launched the Reverse Mentoring Programme a few months ago and here is how it helps.
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
Traditionally, mentoring pairs junior employees (mentees) with more senior employees (mentors). But there are many ways to use this format to achieve company goals.
We’ve gathered up the most popular ways corporations use mentoring in our in-depth whitepaper. You'll read details and case studies about:
Employee career development
High potential development
Diversity training
Reverse mentoring
Knowledge transfer
...all incorporating the mentoring method of learning for learning effectiveness.
Learn from our experience here in this SlideShare!
-----
Chronus is the leading provider of mentoring and talent development software. Leveraging the power of learning through others, Chronus creates experiences that drive employee career and leadership development, new hire onboarding, student mentoring, and more. Chronus' mentoring, coaching, and onboarding solutions are used by organizations worldwide.
This presentation comes to you from International Project Management Day 2013 - the annual global virtual summit from IIL that brings together business and technology leaders from around the world to discuss the latest trends and methods in business, leadership and communications. To view the accompanying video keynotes and presentations connect to the event here bit.ly/1blJSkE or purchase the DVD collection http://bit.ly/1fZ9Yc0
Creating a Great culture for remote teams Deepa Kartha
Remote working is here to stay for the foreseeable future. When companies started working remotely earlier in 2020, the focus was on the basics - connectivity, tools, access, ability to work from home with commitments and distractions like children and care giving - the focus was at the business continuity level. With this situation dragging out for a longer time organizations have to figure out how they create a thriving culture with their remote teams. Most companies are starting from square-one and relearning how to create their culture.
Empathic Intervision; A Peer-to-Peer Practice [2nd Ed] - L.W. Niezink & K.J. ...Lidewij Niezink
Leaders and employees agree on the need for empathy in the workplace, yet crucial gaps remain between intentions and implementation. To bridge these gaps, empathy practice in organisations needs to be understood, implemented and studied. In this Ebook we introduce Empathic Intervision, a structured peer-to-peer method to apply empathy in organisation routines. We introduce intervision, combining work and learning, to handle situations, questions and problems with an intent to learn from each other, improve expertise and co-evolve insights and outcomes. We describe how Empathic Intervision supplements the advantages of intervision with five layered empathic capacities: self-empathy, kinesthetic, reflective, imaginative empathy as well as empathic creativity, to aid deeper hearing and understanding and consideration of each other’s perspectives. We contextualize this method within the emergence of practices such as human-centric design, agile self-organizing teams and co-creation with the aim to bridge silos, cross barriers and offer a hands-on practice for organisational development.
SThree France & Benelux Reverse Mentoring programSThree
Mentoring is a pillar of our talent development initiatives and a great tool to support inclusion and diversity. At Sthree we wanted to take this to the next level and offer our most senior employees the opportunity to benefit from ideas from our more junior colleagues. We launched the Reverse Mentoring Programme a few months ago and here is how it helps.
You might have thought that mentoring was just
one of those HR trendy tools to attract and retain talents
and to remotivate senior managers in your firm.
Well, think again.
This white paper as been designed to give you an
opportunity to reconsider what you may know, or imagine,
about mentoring...
In it, we will discuss and try to illustrate how corporations
can find a balance between their formal structure source
of efficiency and their informal networks source of agility,
and why mentor / mentee networks are such powerful
cultural game changers.
Author: Stéphanie MITRANO PhD
Traditionally, mentoring pairs junior employees (mentees) with more senior employees (mentors). But there are many ways to use this format to achieve company goals.
We’ve gathered up the most popular ways corporations use mentoring in our in-depth whitepaper. You'll read details and case studies about:
Employee career development
High potential development
Diversity training
Reverse mentoring
Knowledge transfer
...all incorporating the mentoring method of learning for learning effectiveness.
Learn from our experience here in this SlideShare!
-----
Chronus is the leading provider of mentoring and talent development software. Leveraging the power of learning through others, Chronus creates experiences that drive employee career and leadership development, new hire onboarding, student mentoring, and more. Chronus' mentoring, coaching, and onboarding solutions are used by organizations worldwide.
This presentation comes to you from International Project Management Day 2013 - the annual global virtual summit from IIL that brings together business and technology leaders from around the world to discuss the latest trends and methods in business, leadership and communications. To view the accompanying video keynotes and presentations connect to the event here bit.ly/1blJSkE or purchase the DVD collection http://bit.ly/1fZ9Yc0
Revanta Multistate CGHS Offers You Revanta Smart Homes in L Zone Dwarka.We offer 2, 3, 4 BHK Flats in Smart City L Zone, For More Details Call Now 9999491239.
Animal plastic cages require the necessary insulation and ventilation which will make sure any laboratory animal to survive and be safe. For bulk orders visit our website.
Sending an email is enough...right? What happens when an organisation has the good intention of implementing a development program but no-one understands what the program is about and why it is being implemented? A lack of engagement, enthusiasm and trust. Communication is key!
Sending an email is enough...right? What happens when an organisation has the good intention of implementing a development program but no-one understands what the program is about and why it is being implemented? A lack of engagement, enthusiasm and trust. Communication is key!
Administrative Cohort Implementation Case Study 2021Lynn Walder
A current and relevant case study on the successful implementation of the Administrative Cohort Model by Senior Executive Assistant, Kimberly Cotton, at Jack Henry Associates.
Supporting statements are usually the most significant parts of the employment applications because the allow to justify the reasons you should be taken. If well written, it can give one an edge over other applicants. It avails one the opportunity to buttress other points that would have otherwise been impossible on the application form
Mark Edwards, Leadership and Strategy Programme Director at London Business School, considers ways of improving the stickiness of learning by examining a range of aspects, from the desire to learn to the ways the learned lessons can be applied.
Mark will be hosting a webinar, on 7 October, in which he will explain how you can embed effective learning and understand employees’ motivations. Sign-up: http://www.changeboard.com/events/exclusive-changeboard-webinar-the-stickiness-of-learning-how-to-ensure-your-learning-strategy-makes-an-impact
This interview is the first part I of a three part series on Global Public Relations, Mindful Curation and Communities and Engagement with public relations and communication management strategist, Judy Gombita.
Building Your Nonprofit Internship Program: First StepsBloomerang
https://bloomerang.co/resources/webinars/
Join Sophie Penney, Ph.D for a look into how to attract, engage and retain students or professionals seeking a career change as interns. She’ll focus on focus on topics such as goal setting, procedures for developing a program, how to find candidates, and sample projects.
The WILD Network's partners with EthicalCoach to deliver 1:1 pro-bono Leadership Coaching.
EthicalCoach is a bridge between world-class coaches and nonprofit organizations. Delivering resources and tools that build leadership capacity within nonprofits, enabling them to increase their impact and serve more people in need. Recognizing that these global challenges affect us all, EthicalCoach reaches around the world to engage coaches and non-profit, social impact and other related organizations.
1. FINAL REPORT
Student Name: Hannah Scott
Organization: Workforce Engagement and Transformation, Michigan Dept. of Community Health
Directions (please type):
In your own words, report on your cooperative education experience. Add additional
sheets as necessary. Report length should be at least one page for each credit requested.
Be sure to address the following areas: activities completed, relate work done to initial
job description, relate the experience to your career goals, evaluate yourself in relation
to the experience, evaluate your supervisor and/or employer and the employment
situation, evaluate the cooperative education program, and any additional comments.
The Workforce Engagement and Transformation (WT) office at the Michigan Department of
Community Health (MDCH) is an internal affairs office which analyzes and responds to the
needs of MDCH employees. Their responsibilities include handling administration
scorecards, which track the progress of each office, Lean Process Improvement training,
coordinating biannual staff and manager meetings, analyzing the annual employee survey,
initiating wellness and engagement campaigns, and coordinating mission and vision
committees, among many other tasks. I was involved in many of these projects, ranging
from observation and basic assistance to taking on major roles.
One of the ongoing WT projects that I spent much of my internship observing was the Lean
Process Improvement (LPI) workshop. This service is available to any agency in the State of
Michigan that has identified a process that is inefficient due of recordkeeping, security
concerns, software limitations, or other barriers. The goal of the LPI workshop is to gather
the office’s supervisors and front line employees together to identify the source of the
barriers and brainstorm ways to overcome them. The workshop is led by a Lean certified
member of the WT team, who acts as a facilitator, guiding the early progression of
discussions and keeping the workshop on schedule, but not taking over or making decisions
for the group. This is a fascinating program that takes a great deal of training to become
proficient in, but I was quite interested by the concept and made an effort to read and
observe as much as possible about LPI.
I completed many small-scale projects during my summer internship. For example, my
supervisor, Shelly Murrell, asked me to become familiar with the program MDCH uses for
hosting webinars, so that I could draft a “cheat sheet” which would make it easier to
understand to first-time users. I also wrote a letter on behalf of the director of MDCH, Jim
Haveman, addressed to all new MDCH employees, which welcomed them to the
department.
I assisted in a support and consulting position on a joint project between Workforce
Transformation and MDCH’s Communications office on a campaign to promote the unity of
2. the department. It was called “We Are United”, and incorporated appreciation events,
pictures and videos, volunteer events, and messages from the director, all meant to
promote the idea that all MDCH employees, approximately 4000 people, are united in a
common goal of bringing healthcare and wellness to the people of Michigan. I offered input
on the materials and language of the campaign, and assisted WT teammember Irda Kape in
creating a promotional video. This campaign began during my first week, and will continue
in new stages for several months into 2015.
The event of the highest priority during my summer internship was the All-Manager’s
Meeting, a biannual meeting in which the highest ranking managers in the MDCH gathered
together to hear the overall progress of the department, as well as any exceptional
accomplishments or new position appointments. The WT office was responsible for locating
a meeting space, organizing seating, providing refreshments, creating materials for
distribution, and arranging for a guest speaker. I created the PowerPoint presentation that
was displayed before the meeting began. I also assisted with seating the managers and
recording the guest speaker’s presentation.
The All-Manager’s Meeting not only served as experience in event coordinating; it also gave
me experience in dealing with conflict. Though our guest speaker’s presentation
represented a business philosophy that was well received by his audience, he made several
inappropriate comments to the female managers that participated in his demonstration.
We felt that it reflected poorly on our office, as we were the ones who advocated for him
and his presentation. In a follow-up discussion after the meeting, I suggested to the WT
team that I write a presentation etiquette guide that could be given to any future guest
speakers. This guide is now finished and has been given to the guest speaker for MDCH’s
upcoming All-Staff Meeting, and will be used for all future presentations organized by the
WT unit. Not only does it politely remind the guest speaker of the expectation that he/she
will be mindful and respectful of the audience, it also includes basic public speaking
suggestions, such as being prepared to continue the presentation in the event of
technological malfunctions.
The project which I was most heavily involved with was the campaign to encourage MDCH
employees to practice healthy habits, including an initiative from the director of MDCH to
be launched in September encouraging employees to take the stairs instead of the elevator.
I designed a variety of posters and other media to post in MDCH buildings across the
downtown Lansing campus. Themes included a series of wellness posters that featured
different healthy tips, such as drinking more water and eating meals at a slower pace. The
WT office expects that these posters will begin circulating in September, 2014.
This internship provided me with a clear understanding of my career goals. Communication
factored heavily in the work of the WT team, and the experience helped me to better
understand the Mass Communication aspect of my degree. WT deals heavily in internal
communication, overcoming distance barriers to reach out not only to downtown Lansing
employees, but the MDCH employees working in hospitals and psychiatric centers across
3. Michigan. This is one of WT’s biggest challenges, as the employees of the hospitals and
centers face an entirely different set of daily challenges from those of us in offices. Many
times they are unaware that they are a part of the MDCH organization, and do not take
advantage of the many education and training opportunities available to MDCH employees.
Or, for example, their LPI needs are significantly different from those of an office such as
Medicaid or the Bureau of Laboratories. But overcoming these communication barriers and
engaging these employees in the MDCH culture is incredibly important to the WT team.
I experienced only a few shortcomings from the internship. Most notably was the fact that I
did not have the authority to organize events on behalf of the department. Therefore,
though one of my assignments was to contact local parks and recreation offices for
potential volunteer opportunities, if I received a positive response all I could do was pass
the representative along to one of the WT team. I felt that this looked unprofessional. I also
felt the limitations of my knowledge in terms of design. I had access to Photoshop, but no
knowledge of how to use it, so I was limited to Microsoft Publisher for the wellness
materials that I created.
My supervisor, Shelly Murrell, was, without exaggeration, a perfect example of an academic
mentor. She was always willing to talk to me in detail about aspects of WT projects, and it is
because of her commitment to my education that I was able to get so thorough an
understanding of Lean Process Improvement. Shelly is genuinely committed to nurturing
her employees and helping them to develop their careers. I also received plentiful support
from the WT team: Nikki Wood, Irda Kape, Nicole Mueller, and Carmen Thomas all utilized
my help at one point during the internship, and they all acted to mentor me in some way.
The team was not only welcoming when I first began my internship, but ready to teach me
something at every opportunity. This is a great, enthusiastic group of people, and I would
recommend their office, or any MDCH office, to any Olivet students looking to complete an
academic internship.