Making Moments Matter - University of Arizonacsc.arizona.edu/sites/sac/files/making_moments_matter...Making Moments Matter Crossroads Conference 2016 Lydia Kennedy Director, Office
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Making Moments Matter Crossroads Conference 2016 Lydia Kennedy Director, Office of Diversity &Inclusion UA Health Sciences [email protected]Clarity White Human Resources Coordinator School of International Languages, Literatures & Cultures (SILLC) [email protected]
Lydia KennedyDirector, Office of Diversity &Inclusion UA Health [email protected]
Clarity WhiteHuman Resources CoordinatorSchool of International Languages, Literatures & Cultures (SILLC)[email protected]
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Lydia: Hello, Welcome, thank you for choosing to attend our workshop, we know there are a lot of great offerings today and we are thrilled you came to share part of your day with us. Both introduce and share our CSW positions. Today our presentation will look at Mentoring and Networking and we will have a few individual or small group activities. We hope that with the information and tools we share you will be able to make the most of your career and achieve many goals you set for yourself.
ACTIVITY Lydia : List five each Share with the small group? Or a few people share with the whole room?
Networking
Networking is about meeting people to create a growing web (or network) of connections that you can rely on in the future
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Clarity Let’s look at networking. �A simple hello could lead to more future interactions
What is Networking?
• Cultivating relationships with others in way that is meaningful to you both
• Building a “bank” of contacts that provides support when you need it (and you help them when they need)
• Creating long term professionally rewarding relationships
• Staying in touch and helping others
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Clarity �
Surround Yourself With Winners!
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Lydia
Networking Plan
• Define your objective• Focus on what you want to achieve and how people
can help you• Make a contact list
Who are you trying to connect with?• Existing contacts• New contacts
• How are you going to meet people?• What can you offer?
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Lydia: Think about what you can offer networking partners in exchange for what you want to achieve
Mentoring at UA
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Clarity I’d like to switch gears a bit and talk about MENTORING. While Networking really looks more to making connections with people for positive future interactions, mentoring is more of an advice based relationship (can be formal or informal) �In March of 2015 CSW distributed a survey campus wide, we received over 260 responses. The survey posed questions related to current or prior mentoring relationships, hopes for future mentoring relationships, and how UA could best support mentoring on campus. FINDINGS: People WANT to be involved in mentoring relationships. Many people want to be in a mentoring relationship who aren’t, some respondents identified that they feel they didn’t have the time or were having trouble finding a mentor.
Making Mentoring Moments Matter
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ACTIVITY Clarity : Share a memorable mentor who influenced (positively or negatively). Share one thing they learned. Professor from my undergrad – during class – too many HR students graduate, take administrative positions and struggle to transition out of that into Human Resources. Later … (nearly 10 years later!), I was offered a promotion but his words haunted me, I was worried I would get pigeon holed. Knowing that I really wanted to gain HR experience and work in the field I studied, he again offered sound advice – take the position but just don’t get too comfortable. Don’t wake up in 20 years in the same job.
Purpose of a Mentor
Mentors may:• Assist someone new in a position• Assist someone who has a new aspect to their existing
work role• Empower the mentee• Enable the mentee to find their own way through a
situation• Be a sounding board• Offer information (but not advice)• Provide access to knowledge, situations or networks• Question or challenge when appropriate
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Lydia: What is a Mentor? Someone who plays a role in guiding your professional growth. Learning from the experience of someone else They can help you set goals and break down the steps needed to achieve those goals. They can see you better than you can see yourself
Mentors Advocate and Provide Opportunities
Open doors & Advocate
Nominates the mentee
Provides opportunities and encourages mentee to take risks
Introduction to networks and contacts
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LYDIA: My first HR boss, VP of HR spoke highly of me to the Regional VP of HR for all of Gannett, Before my boss returned I already had a phone call from Regional VP to be promoted and transferred for HR Director Training Position in Reno, NV… look for opportunities to showcase mentee’s work, both formally and informally. for their mentees in the department, college and university and Mentors should help open doors and nominate the mentee for awards and opportunities that would lead to career advancement (Jackson et al. 2003; Ramanan et al. 2002; Tillman 2001) and facilitate networking for their mentees (Lumpkin 2011). In fact, mentors can help mentees find other mentors to help the mentee achieve career success (Zerzan et al. 2009), particularly because mentees will likely be more successful if they have more than one mentor (Peluchette and Jeanquart 2000; van Emmerick 2004). Mentors should advocate for their mentees in the department, college and university and should look for opportunities to showcase mentee’s work, both formally and informally (Reimers 2014).
The most important qualities:Be proactive and take initiativeMake a plan including goals and expectationsAsk questions and seek feedbackReflect on your goals and career planPlan and set meeting agendasManage Up
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Clarity Manage up Set goals and expectations Be responsive and flexible Follow a regular meeting schedule with agenda
Mentoring Plan
1. How will you prepare for meeting with your mentor/ mentee? 2. What can you do to start this relationship on the right foot? 3. What is your plan:
? How often will you meet (following a set meeting schedule)
? How will you utilize the time (have an agenda)? What strategies will you use to assure that your
mentor/mentee is successful
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Clarity (5 minutes) It is important that expectations of the mentor and mentee are aligned from the beginning of the relationship (Sorcinelli and Yun 2007) and goals of the relationships are established (Scandura and Williams 2002). What kinds of topics will be discussed? How often will meetings occur? What is expected from both the mentee and mentor? At the first meeting, mentors and mentees should agree on confidentiality (Chin et al. 1998), meeting frequency, responsibilities, mutual expectations and goals (e.g., mentor will review scholarly writing), and concrete measures of progress and success (e.g., submitting a grant proposal) (Zerzan et al. 2009). Pairs may want to establish a mentoring agreement (see example here). Expectations can be renegotiated as the relationship evolves, but they should be established early to avoid any discomfort due to differing expectations (Reimers 2014). The goals of the relationship need to be aligned to ensure that the mentee’s goals are not marginalized, a common problem in mentoring relationships (Haring 1993).
Create Goals
Create an Individual Academic Plan (IAP) or Individual Development Plan (IDP) Articulate Career needs Specific goals Accountability
Clarify needs Vision and MissionWhat can mentors help address? Outline and Timeline
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Lydia (5 minutes) specific, written goals for time-specified periods (one month, three months, one year, or several years). Allows for a strategic approach to daily and weekly activities Ensures progress is being made in all arenas Sharing these with mentors creates accountability Create specific, written goals for time-specified periods – one month, three months, one year, or several years – is very useful (Watkins 2003; Zerzan et al. 2009) and allows mentees to take a strategic approach to their daily and weekly activities – ensuring that progress is being made in all arenas (rather than research falling off the radar). Ideally, mentees should create an Individual Development Plan (IDP With goals in mind, mentees should clarify their needs: What do they want to address with mentors? Some needs to address may include the following: academic guidance (e.g., understanding department values, progress on tenure or promotion, getting a clear sense of departmental expectations for research, teaching, service, and outreach); research (e.g., identifying resources available for research support, developing methodology, drafting manuscripts, writing grants); personal (e.g., work-life balance, confidence); professional development (e.g., networking, establishing goals); and skill development (e.g., managing time) (Zerzan et al. 2009). Setting goals and specifying needs have several benefits. A mentee can present needs to potential mentors, allowing mentees to find mentors best-suited for their needs while simultaneously clarifying expectations for the mentoring relationship from the outset (Zerzan et al. 2009). Setting and sharing goals with mentors also creates accountability. Career goals being monitored through accountability increases the likelihood that they will be prioritized and met (e.g., Silvia 2007). Mentors should provide feedback on mentee’s professional goals and Individual Development Plan (IDP) (or encourage mentees to create an IDP if one was not created; see example here). Are the goals specific enough? Can the goals be measured? Is there an action plan to achieve the goals? Are they realistic? How can the mentor best help the mentee achieve these goals? (Feldman 2010).
Managing Up
A mentee directs and manages the work by: Planning and setting the meeting agenda Asking questions Listening Completing assigned tasks Requesting feedback
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Lydia (2 minutes) Mentees should “manage up” throughout the course of a mentoring relationship to increase the success of faculty mentoring. “The principal concept is that the mentee takes ownership of and directs the relationship, letting the mentor know what he or she needs and communicating the way his or her mentor prefers. Ideally, a motivated mentee manages the work of the relationship by planning and setting the meeting agenda, asking questions, listening, completing assigned tasks, and requesting feedback (Chin et al. 1998; Ramanan et al. 2002). Managing up makes it easier for a mentor to help a mentee, which makes the relationship more satisfying and more successful for both” (Zerzan et al. 2009, p. 140). One possible structure for each meeting is to inform the mentor of progress since the last meeting, discuss 2-3 topics, and summarize and plan goals to accomplish before the next meeting (Rabatin 2004; Zerzan et al. 2009).
Ways to Establish Trust
Share appropriate personal experiences Acknowledge strengths and accomplishments Open and honest communication Encourage questions Ask for and be open to receiving feedback Meet for coffee/tea Eat a meal together
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Lydia (2 minutes) Share a personal example of how you established trust with a mentee or with your mentor
Benefits for Mentee
Increases self-confidence Takes more control of career Gain confidence to speak up and be heard Learns how to accept feedback Improves interpersonal relationship skills Provides important networking contacts Understands organizational culture Strategies to overcome setbacks or obstacles Career success
Clarity For mentee – mentoring helps you see what you cannot see in yourself. 8. Increases the mentoree's self-confidence 9. Helps the mentoree learn to take better control of his or her career 10. Teaches the mentoree how to speak up and be heard 11. Educates the mentoree on how to accept feedback in important areas, such as communications, technical abilities, change management, and leadership skills 12. Improves the mentoree's interpersonal relationship skills 13. Provides an important networking contact for the mentoree 14. Helps the mentoree better understand the organization's culture and unspoken rules, both of which can be critical for success or mentor – one day of mentoring can change one life forever… ncreased confidence Realise and develop your potential Having an independent listener Someone who understands your needs A confidential, trusting and equal relationship Increased self awareness Better employability A way to take more control of your life A chance to explore the things you like to do and are good at Understanding the way organisations work Strategies to overcome setbacks and obstacles Help to identify and set small achievable steps towards achieving your goals
Benefits for Mentors
Opportunity for giving back Helping another make positive changes and
informed choices Build active listening skills Share knowledge and experiences Strengthen interpersonal relationship skills Learn about areas you may want to develop Re-energize own career Increase in self-esteem, confidence and self-
Clarity A personal development opportunity Experience of a new set of people and circumstances An opportunity for professional development to build on existing skills and knowledge The reward and satisfaction of enabling people to make positive changes and informed choices The chance of meeting and sharing experiences with fellow mentors An increase in self-esteem, confidence and self-awareness A way of enhancing career opportunities Access to training An understanding of the issues facing other people Create a new and exciting challenge For mentee – mentoring helps you see what you cannot see in yourself. For me Allows the mentor to "give back" -- to both the organization and the mentee 2. Reminds the mentor how to listen actively rather than passively 3. Encourages the mentor to share knowledge, which helps increase the mentor's sense of self-worth 4. Strengthens the mentor's interpersonal relationship skills 5. Teaches the mentor about other areas/departments within the organization 6. Helps re-energize the mentor's career 7. Leads to more personal satisfaction on the mentor's behalf �ntor – one day of mentoring can change one life forever…
Making Moments Matter
List 10 moments that have mattered to you…
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Lydia BOTH Share another story��I began to think of moments that have mattered (limited myself to 12 – all about those even numbers – to let you add on and share the fun and butterflies): Did you wait for that moment to happen or did you create it?
What’s Next
Let’s try it out!Network with 3+ people within the next month
Find someone (you didn’t already know) to be your accountability buddy
Follow up with your buddy:Share your experiencesPay it forward
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CLARITY --ACTIVITY�your task is to network with 3 people within the next month. Accountability buddy—please share a business card or contact information and reach out in a few weeks to share your progress Share your experiences and pay forward
