Turning on the Light Cali Presentation
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Transcript of Turning on the Light Cali Presentation
#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, MSDIRECTOR, INDUSTRIAL HYGIENESEVENGENCINCINNATI, OH
Our “To Do” List:
Who am I? Benefits of Mentoring
Recruitment Retention
Program Development Finding Participants Making the Match Wrap it up
Allow Myself to Introduce . . . myself Consultant Living in Cincinnati, OH Mom, wife, business partner,
volunteer Mentor Mentee
Benefits of Mentoring Programs – Fishing for Talent
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
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
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
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.
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.
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
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
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
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
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
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
Building a Mentoring Program
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
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
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?
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
Resources Materials can be very useful to participants
Manuals Guidelines Topic ideas Meeting ideas Other available resources
Look at this mountain of resources!
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
Measuring Success Keep tabs on the success of the program Define metrics for success Continuous feedback Evaluate and adapt
Finding Participants
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!
Finding Mentees Realistically describe the benefits, practices
and challenges of the program Ensure mentees are committed to the program Ensure they are responsive
Match Making
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?
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
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
Orientation and Training Training the mentee
Program Rules Goals and expectations Available resources
Get Involved
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 – [email protected]
Thank You!