#CNX14 - Propelling Your Career with Mentors & Sponsors
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Transcript of #CNX14 - Propelling Your Career with Mentors & Sponsors
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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!!