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Developing YOURBoard of Directors

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Coaching Different from mentoring and sponsoring

Closely related to teaching and training

Helping someone learn responsibilities of a new position

Helping someone get “unstuck”

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Mentoring Different from coaching and sponsoring

Knowledge transfer based on experience

More directive than coaching

Mentor can be an advocate behind the scenes

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Sponsoring Different from mentoring and coaching

Involves cultivating relationship with person in high position to help propel your career to next level

For it to work: show value, be clear on career intentions, how person can help you

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Myths About MentoringMyth #1 – As a mentee, you are a subordinate

Myth #2 – Once you have a mentor, they are your mentors for life

Myth #3 – You have to find one perfect mentor

Myth #4 – Living close to my mentor is important

Myth #5 – The mentoring relationship has to be formal

+ Why have a Board of Directors….

Powerful, efficient tool for learning

Insights into organizational decision making processes

Broader understanding of business as whole

Supports strategic career management Insight into career options and paths

Sounding board for ideas

Supports transitioning into new role

Different way of thinking about problem/situation

+ What roles should you look for…

Accountability partner – nudges you

Motivator – your cheerleader when times are tough

Role Model – been there done that; subject matter expert

Connector – knows the organization and the players well

Strategist – helps you think through scenarios

Proofer – reviews your materials

Specialist – has expertise you don’t have (and don’t need to develop)

Thinker – one who thinks differently than you

+ How do you identify…

Know thyself –what and why

Identify needs Short-term Long-term

Ask your supervisor

Network professional associations and groups

Be patient… it takes time so be sure to prioritize your needs

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Seven Steps for Finding a Mentor1. Identify why you want a mentor

2. Determine background and skills you need in a mentor

3. Examine your options (local management, members of professional organizations, MWN)

4. Take a “test drive” to see if prospective mentor is a good fit

5. Identify ways you could help your mentor(s)

6. List individuals and create plan to maintain relationships

7. Ensure mentor feels appreciated (thank you, lunch, keep in the loop)

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Mentoring Expectations Mentor expects you to be clear on why you want a mentoring relationship

Be able to clearly articulate expectations of mentor

Expectations should be set up early in the relationship

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Establishing a Mentoring Relationship

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Contact Potential Mentors Set up introductory meeting with potential mentor to discuss your career.

Talk about you / ask about her or him

Share personal journey / ask about hers or his

Discuss where you are in your career, where you would like to be and how can mentoring help

Discuss mutual leadership values and philosophies

Talk about how you can provide value to the mentoring relationship

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Considerations for First Mentoring Meeting What should mentor know about you?

How do you learn best?

What are your desired outcomes for the mentoring relationship?

What do you expect from your mentor?

How will you know if the relationship is working?

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Considerations for First Mentoring Meeting What do you expect from me?

What do you think will be able to help me most?

How do you like to work with people you are mentoring?

What do you want to gain from this partnership?

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First Meeting Agenda Discuss experience with mentoring

Discuss goals and objectives

Discuss expectations

Seek agreement of responsibilities

Establish next steps

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Regular Meeting Agenda Recap last meeting

Provide update

Ask for feedback

Establish next steps

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Becoming a Mentor

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Qualities of a Good Mentor Compassion

Integrity

Leadership

Empathy

Openness/Candor

Empowering

Commitment

Passion

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Qualities of a Good Mentor (Cont.) Honesty

Friendliness

Communication skills

Demonstrated success

Self-Awareness

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Mentor Responsibilities Transfer of knowledge

Encouraging

Facilitating

Goal setting

Guiding

Conflict management

Problem solving

Providing and receiving feedback

Reflecting

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Effective Conversation Techniques Effective listening and questioning are two of the most powerful skills

mentors use

Questioning should never be about “what question should I ask” but about “what do I need the question to do”

The ultimate goal of effective questioning is to deepen understanding

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Tips for Mentors Interact and share

Share your expectations up-front

Invest time in learning about your mentee

Identify learning opportunities

Assist mentee in developing a network

Honor commitments and confidences

Be clear about purpose and boundaries

Provide honest, caring, regular, and diplomatic feedback

Listen deeply and ask powerful questions

Maintain and respect privacy, honesty and integrity

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THANK YOU!!