Mentoring for Advancement

"A company's intellectual capital, talent, intangibles, and capabilities all derive from the competence and commitment of its human resource professionals."

Dave UlrichProfessor of Business

Ross School of Business, University of Michigan

If your contribution as

Human Resources professionals is

key to your organization’s growth,

why is gaining support and resources

often difficult?

They speak a different language.

To what extent do you have business literacy?

1. What are the annual revenues of your business? 2. How does your business "make money"? Of every $100 that your

organization takes in, how much comes out the other end as profit and what happens in between?

3. What is your company's market value? 4. What is your company's type of funding? If equity, what type of stock are

you and who are some of the major investors? If debt, who are the major lenders and what is their credit rating for your company?

5. Who are your company's major customers? Why do they buy from you (what are their buying criteria)?

6. What is your market share in your dominant product/service? What is your customer share of your top customers?

7. What is your company's firm brand or desired reputation among target customers? How well is your company delivering on this brand promise?

8. Who are your primary competitors? What are their strengths? 9. What are the agenda items of a recent meeting of your company's board of

directors? 10. What are the objectives and goals of the top manager of your company?

Source: Dave Ulrich.

Self-Assessment

What are my strengths?

What are my challenges?

Do I have a good business IQ?

Am I aware of my professional needs?

To whom can I go to clarify them?

Should my goals focus on HR or the business?

Leveraging Mentoring for your Growth

Laying the Groundwork for your mentoring partnership.

We’ll talk about:• Structuring your partnership• Best Practices• Common Mistakes• Goal Setting• Identifying potential mentors• Approaching your prospective mentor

Structuring the Partnership

How often will we meet?Where will we meet?Do you want an agenda prior to our meeting?What do you expect of me?How long with our partnership last?When will we know that our goals are met?What if something gets in our way?To what are we committing?For how long?

Best Practices

Book your appointments in advance.Keep your commitments.Listen to your mentors advice.Do your homework.Give your mentor feedback on how it is going

from your point of view.Thank your mentor.

Common Mistakes

Choosing a mentor based on personality or position in your organization.

Choosing a mentor based on gender or racial background.

Missing appointments. Leaving it up to the mentor. Lack of follow through on goals and objectives of

partnership. Thinking that we should have goals related to

functional area only.

Goal Setting

Set Five-Year Goals

Break them down into manageable steps

Start with zero-sum thinking

Beware of the limiting voice inside your head!

Approaching Prospective Mentors

Put your request in writing

State clearly the reason for your request

Share your compatibility

Offer an agenda

Share goals

Don’t take a negative response personally

Be ready to approach more than one candidate

Prepare for your first meeting

1. Get to know each other2. Outline Expectations3. Review the mentee’s goals and

objectives.4. Identify one goal to work toward by

the next meeting. 5. Confirm a date and time for the next

three meetings.6. Determine how you’ll confront

hurdles should they arise.

We’ve covered a lot here in the time we’ve had….How does this work for us as professional mentoring match makers?

About Mentor Resources

We work with companies who want to

attract top talent,

develop and retain that talent

and

transfer organizational knowledge.

Focus on Mentoring

Mentoring is a powerful way to accomplish these goals. At Mentor Resources, we offer two methods of mentoring.

1. One with a mentor from outside your organization or company.

AND

2. One with a mentor from inside your organization.

We select the mentor perfect for the mentee’s needs.

• One-on-one mentoring partnership

• One-year partnership

• Business Forums

• Networking with other high-performing professionals like you.

Cross-Company Program

Our Clients

We match mentors and mentees from the same company with:

WisdomShare™,a fully customizable, one-of-a-kind software that automatically matches the experiences, the learnings and the wisdom experienced people have with others ready to advance their careers.

WisdomShare™

• Automatically matches mentees with mentors based on 128 item match criteria

• Sets partnership goals• Trains partners on best practices• Communicates with participants• Manages partnerships• Handles all administrative tasks• Evaluates mentoring success• Is fully customizable

WisdomShare™

Match Process

After Mentor Agrees to Match

• Match is confirmed online.

• Match email is automatically sent to mentee and mentor.

• First Orientation Packet is sent.

• Automatic Communication System is set into motion including Skill Builder Guides, updates and evaluations.

What does a coordinator need to do to get it ready to use?

Upon registration, the coordinator customizes the organizational site by:

• Entering Logo

• Specifying Program Length

• Specifying organizational title structure

• Reviewing, choosing and/or customizing Skill Builder Guides

• Invites mentors and mentees to participate

What is automated after initial setup?

Match Email Announcement

Orientation and Training

Coaching for the first meeting

All Communication

Collecting Evaluation Data

Viewing Mentor/ Mentee Status

Auto Ping Feature

Web-enhanced knowledge sharing application that provides content and structure while it fully manages your mentoring program.

To sign up for our newsletter or for notes and links, give me a business card.

If you’d like to see a demo about WisdomShare™, send me an email.

My contact info…

Kim Wise

kwise@mentorr.com

415.390.0918