Making the Most of Your Mentorship: Being an Effec7ve Mentee · Mentoring Program TechWomen...
Transcript of Making the Most of Your Mentorship: Being an Effec7ve Mentee · Mentoring Program TechWomen...
MakingtheMostofYourMentorship:BeinganEffec7veMentee
February2016
Katy Dickinson Founder
mentoringstandard.com [email protected]
Copyright © 2016 - All Rights Reserved.
Mentoring:ComplexbutRewarding
2 From:“Na*onalMentoringMonth:3TipsfromaGuru”AmericanAssocia*onofUniversityWomen,2013.
WhatdoMentorsdo?
Mentorsadviseandinspire.Inshort,prac3calterms:
1. Mentorsmakeintroduc3ons–topeople,toprogramsorcompanies.
2. Mentorsgiverecommenda3onstobestresources–reading,classes,experiences.
3. Mentorsgivefeedbackforthementeetoconsider.
More:hFp://www.mentoringstandard.com/mentor-recruitment/3
BenefitsofMentoring-toMentees
• Greaterproduc3vity,competence.
• Enhancedprofessionalconfidence.• Reducedjob-relatedstress.• BeIerinterpersonalrela3onships.• Largerpersonalandprofessionalnetwork.• Understandingoftheircareerpath.
More:hFp://www.mentoringstandard.com/benefits-of-mentoring/4
BenefitsofMentoring-toMentorsAmentoringprogramcannotsucceedwithoutexperiencedandreliablementors,preferablycomingbackyearaNeryear.Whatmo3vatesaseniorexecu3veortechnicaldevelopertospenduptofourhoursamonthwithamentee?
• Giving3metohelpothers-payingitforward.
• Developingmentor’scoachingandleadershipskills.
• Extendingprofessionalandpersonalnetworks(mentorandmentee).
• Newunderstandingonthemosteffec3vewaystoworkandknowledgeoftheirowncompanyororganiza3on.
More:hFp://www.mentoringstandard.com/benefits-of-mentoring/
5
KeyValueofMentoringtoCompaniesandOrganiza7ons
• Produc3vitygains.• Leadershipandcareerdevelopment.
• Diversityawarenessandsupport.• Reten3onimprovementandstaffsa3sfac3on.
More:hFp://www.mentoringstandard.com/benefits-of-mentoring/
6
Mentoringvs.Coachingvs.Sponsorship
7
Power Topic Dura7on Boundaries Reward
Sponsor Hierarchicalorposi3onalauthority
Successionplanning,leadershipbuilding
Long-Term:manyyears
Partofregularwork
Careerdirec3on,protec3on
Coach Specialknowledge Transferofspecificinforma3on,Teaching
Short-Term:classorprogramdura3on
Schoolortrainingscopeandvision
Student:passestestCoach:payment
Mentor Wisdomauthority Careerorpersonalgrowth
Mid-Term:6to12months
Programscopeandvision
Mutuallearning,recommenda3ons,feedback
Adaptedfroma2014workbyKatyDickinsonwhileatEverwise,licensedunderaCrea*veCommonsAFribu*on-ShareAlike4.0Interna*onalLicense:hFps://crea*vecommons.org/licenses/by-sa/4.0/More:hFp://www.mentoringstandard.com/mentoring-vs-coaching-vs-sponsorship/
Let’sstartwith108RoleModels…Arolemodelisapersonwhosebehavior,example,orsuccesscanbeemulatedbyothers.
8 More:hFp://www.notabletechnicalwomen.org/
MentoringProgramTechWomenempowers,connects,andsupportsthenextgenera3onofwomenleadersinscience,technology,engineering,andmathema3cs(STEM)from21countriesinAfrica,CentralAsia,andtheMiddleEast.Includes5-weeksintheSanFranciscoBayAreaandSiliconValley(companyprojects,professionalworkshops,networkingevents),thenmee3ngsinWashington,D.C.TechWomenisanini3a3veoftheU.S.DepartmentofState’sBureauofEduca3onalandCulturalAffairs(ECA),startedin2011.Thewomenreturnhometobementorsintheirhomecommuni3es.
9
<HebaHosny(TechWomen2012EmergingLeader)isasoNwareEngineerinEgypt.AgroupofTechWomenmentorsraisedmoneysothatHebacouldreturntotheUSAin2013topresentherprojectataconferenceheldattheMITMediaLab.<Jose\eTejan-Cole(TechWomen2013EL)isapetroleumEngineerinSierraLeone.WhileinCalifornia,twoTechWomenmentorshelpedJoseIetospendamorningwithaVicePresidentofamajoroilcompany,discussinghercareerandeduca3onplans.
WhatHappensNext?398mentorsfrom112SanFranciscoBayAreacompanieshaveservedintheTechWomenprogram,workingwith333menteesfrom21countriesinAfrica,theMiddleEastandCentralAsia.ANerTechWomenEmergingLeadersreturnhome,Mentorspar3cipateindelega3ontripstothementees’homecountries,toexpandnetworksofgirlsandwomeninscience,technology,engineering,&mathema3cs(STEM).TechWomenhasover23KfollowersonTwiIer!
10
<AdlaCha7la(TechWomen2012EmergingLeader)hostedKatyandJessicainLebanonaNerthe2013TechWomenJordanDelega3on–includingtoursoftheMakassedschoolswheretheNotableWomencardsarenowbeingused.< NezhaLarhrisi(TechWomen2013EL)hostedthewholeTechWomen2014MoroccoDelega3oninherhomeinRabat-completewithadrumbandandkaNanfashionshow!
Ci7zenDiplomacy
11
2 Surprising Long-Term Findings Sun Microsystems
12
● Gender:Therewasnosubstan3vedifferenceinreportedsa3sfac3onbetweenmenteeswithmalementorsandthosewithfemalementors.○ Althoughfemalementeeshaveastrongpreferenceforfemalementors,long-term
datashowedthatmenandwomenmenteesreportedthesameprogramsa3sfac3on(90%average),regardlessoftheirmentor'sgender.
● Distance:Therewasnodifferenceinmenteesa3sfac3onwhetherpartneredlocallyorwitharemotementor.○ In5yearsofquarterlyreportresponses,22%wereco-locatedwiththeirmentor,
and88%wereat-a-distance.Bothgroupsreportedanequallevelofsa3sfac3on.
○ Itishardertomakeandmaintaininformalconnec3onswhenthementorandmenteearenotlocaltoeachother-butsa3sfac3onisthesame.
“SunMentoring:1996-2009”byKatyDickinson,TanyaJankot,HelenGracon,SunLaboratoriesTechnicalReport,2009.
BestPrac7ces:There'sMoretoMentoringthanMeetstheEye
13
TheFineArtofEffec7veListening-Twoears,onemouth...-Pa3ence:problemscanbemorecomplexthanyouthink-Soundingboard,not“bored”- Whenremote,acknowledgefrequently(paraphrase,clarify).
Objec7veSupport-Provide3melyconstruc3vefeedbackasadisinterestedthirdparty-Beasafeharborforven3ng;beatrustworthyconfidant-Evaluateprogressandadjustgoals-Encouragegerngoutsidecomfortzone(rewardrisk-taking;learnfromfailure).
AdviseandCatalyze-Notjustoneanswer;recognizeandweighop3ons-Shareproblem-solvingskillsandletthementeefindthesolu3on- Discusstheimpactsofvariousac3ons.
ShareYourself,BeCommi\ed-Meetregularly:it’snotmentoringifitdoesn’tactuallyhappen-Meetinpersonwheneverpossible-Haveanopendoor
Flexibility(theMentoringAsana)- Respectmentee’schoicetodowhat’srightforhisorhersitua3on- Accommodatechangesintopics,goals- Lifehappens–reschedule,don’tdisengage(deadlines,holidays,illnesses).
-Providetheconnectbetweenthementee’sgoalsandtheorganiza3on'sorcompany’sgoals-Connectthementeewithyournetwork,engageinmentee'snetwork-Shareyourpassion,haveapassionforsharing
Adaptedfrom“SunMentoring:1996-2009”SMLITR-2009-18,byKatyDickinson,TanyaJankot,andHelenGracon.Copyright2009,SunMicrosystems,Inc.Allrightsreserved.UnlimitedcopyingwithoutfeeispermiFedprovidedthatthecopiesarenotmadenordistributedfordirectcommercialadvantage,andcredittothesourceisgiven.
WorstPrac7ces:HowtoDis-serveYourMentee
14
No7me,no7me...-Cancelatthelastminutebecausesomethingreallyimportantcomesup-Comelate,leaveearly-Oops,Iforgot-Whybothertoschedulemee3ngs?.
Noexplana7onsnecessary-Surelyyoucanlearnbyosmosis-Noneedtosharethissinceitwassenttoanemailgroup-Ifeveryoneknewabouttheseresources,who’dneedme?.
Didyousaysomething?-I’mtheMEinMENTOR-WhenIwantyouropinion,I’llaskforit-Ifitworkedforme,itwillworkforyou..
So,asItoldyourmanager…-Confiden3ality,whatconfiden3ality?-Ididn’tthinkyou’dmindmysharing...
Everythingyoudoiswrong-Whyintheworlddidyoudothat?-Well,ifyoucan’texplainit,Ican’thelpyou-JustdowhatIsay,anddon’taskques3ons.
Didyouwanttogetsomethingoutofthis?-Goals?goals?wedon’tneednos3nkin’goals...-DidIsayI’ddothat?-Yoursa3sfac3onisnotmyproblem
Adaptedfrom“SunMentoring:1996-2009”SMLITR-2009-18,byKatyDickinson,TanyaJankot,andHelenGracon.Copyright2009,SunMicrosystems,Inc.Allrightsreserved.UnlimitedcopyingwithoutfeeispermiFedprovidedthatthecopiesarenotmadenordistributedfordirectcommercialadvantage,andcredittothesourceisgiven.
Being a Good Mentee 1 Sugges3onsfromtheAmericanAssocia3onofUniversityWomen,2013:
Doyourhomework.Cometomee3ngswithyourmentorprepared.Makesureyou’vedoneanyreadingsassignedyou.Ifyourmentormakesaprofessionalrecommenda3on,doit—nomaIerhowawkwarditmayseem.
Askques7ons.Youwanttolearnhowyourmentorthinksandmakesdecisions—soask!Berespecfullypersistent.Rela3onshipsoNenfallapartbecausethementeedidn’tfollowup.Don’tworry
abouthoundingyourmentor;youalreadyhavepermissiontoask.Be commi\ed. The effort youput into this rela3onshipwill directly affect the results, somake the3me
neededfortherela3onship.Bepa7ent.ONen,thementor learnsmoreintheshorttermthanthementeewill.Duringyourmee3ngs,
thementormaygetaconcreteunderstandingof theproblems in theprofession.Thementee,on theother hand, takes longer to process what she’s learning. It may take years for the mentee to fullyunderstandthelessonslearnedfromtherela3onship.
“Na*onalMentoringMonth:3TipsfromaGuru”AmericanAssocia*onofUniversityWomen,2013.More:hFp://www.mentoringstandard.com/being-a-good-mentee/
15
Being a Good Mentee 2 Sugges3onsfromCarnegieMellonUniv.mentoringprogramstartedin2010:Showup.Not justphysically,butmentally, toevery interac3on.Comewithgoals,comewithques3ons,comewithideas.
Followup.Ifyourmentorgivesyouacontact,sendtheemailthatday.Ifsomeonehelpsyou,sendathankyouemail
Readup.Constantlyresearchingyourfield,yourcolleagues,andyourcompe3torsisthenameofthegame.
In addi3on, keep in mind that “When you invest your *me in being a commiFedmentee,youwillberewardedwithacceleratedexperiencesfromyourmentor.”“3Tac*csforBeingaGoodMentee”,(CarnegieMellonUniversity–DietrichCollegeCareerMentoringProgram),byJessicaDickinsonGoodman,2012.More:hFp://www.mentoringstandard.com/being-a-good-mentee/
16
The Best Mentoring Advice “Don’texpectorpromisemiracles.Thegoalisnotperfec7onbutimprovement.”- Dr.BobSproull
- SunMicrosystemsLabsDirector,2006-2011- SunMicrosystemsLabsFellow(VicePresident),1990-2010- Principal,SutherlandSproullandAssociates,1980-1990- AssociateProfessor,CarnegieMellonUniversity,1977-1990
“SunMentoring:1996-2009”byKatyDickinson,TanyaJankot,HelenGracon,SunLaboratoriesTechnicalReport,2009.
17
Becoming a Certified Mentor MentoringStandardcelebratesmentorswithdeepexperiencewhohavedonetheworkofhelpingpeopletoachievetheirgoalsandgrowtheircareers.Thecompanywasfoundedin2015intheSiliconValleytoofferanexperience-basedevalua3onformentorsandmentoringprogramsthatisnot3edtoapar3culartrainingorcurriculum.Cer7fica7onBenefitstoMentors• Establishesacurrentpublicrecordofsuccessfulandeffec3ve
mentoringandgrowth,not3edtoonepar3cularmentoringprogram.• DemonstratesasustainedpaIernofleadershipandcareer
development.• Providesobjec3vecreden3alsforanotherwiselargely-subjec3ve
experience.• Allowstheindividualtotransferhisorhermentoringexperienceto
anewcontext,joborprofessionalprogram.• Exemplifiessuccess:seniormentorsusetheircer3fica3onpathasamodel
andguidefortheirmentees.• Documentsprogressionofgrowthover3me,poten3allythrough
formalcer3fica3onlevels:Regular,Advanced,Master,andDis7nguished. 18
About KatyDickinsonistheFounderofMentoringStandard.ShehasdesignedandmanagedsuccessfulmentoringprogramsintheAmericas,Africa,theMiddleEast,Europe,andAsia.Shehasheldseniorexecu3verolesatEverwise,PeopletoPeople,MentorCloud,Huawei,andSunMicrosystems.AtSun,shecreatedandmanagedtheglobalEngineeringmentoringprogramsfortenyears.
KatyDickinsonwastheProcessArchitectforthefirstclassoftheU.S.StateDepartment’sTechWomenmentoringprogram,aMemberoftheAnitaBorgIns3tuteAdvisoryBoard,andaLecturerfortheUniversityofCaliforniaatBerkeleyEngineeringclassonentrepreneurshipformanyyears.SheispartoftheteamthatcreatedtheNotableTechnicalWomencardsandposters.Followherblogonkatysblog.wordpress.com
MentoringStandardVision:Highqualitymentoringchangeslives.Foundedin2015,MentoringStandardaimstoimprovetheworldofprofessionalmentoring.mentoringstandard.com
Exceptasmarked,allpresenta*onimagesandphotosare1990-2015CopyrightbyKatyDickinson.“NotableTechnicalWomen”materialsareunderCrea7veCommonsA:ribu7on-NonCommercial-ShareAlike3.0U.S.License. 19