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Do you know how to bring out the best in others?

Posted By Editor, Laurie, Wednesday, January 25, 2017
Updated: Wednesday, January 25, 2017

By Carolyn Godfrey, President of Evolve Consulting
Presenting Connect, Then Lead
March 8th 12:05p.m.

 Register Today


Mentoring is on the Rise

Successful companies, large and small, use mentoring to tackle complex human resource challenges, such as increasing employee retention, creating new leaders and improving workforce productivity. Corporate mentoring is on the rise: 71% of Fortune 500 companies offer mentoring programs to their employees.

Mentoring is most often defined as a professional relationship where an experienced person (the mentor) supports another less experienced person (the mentee) in developing specific skills and knowledge that enhances the person’s professional and personal growth.

A Tribute to a Special Mentor

I am lucky to have had many brilliant mentors throughout my career. When I founded Evolve Consulting fourteen years ago, I was fortunate to have worked with Angeles Arrien, a gifted teacher and mentor. Sadly, she died a few months ago at a mere 74 years of age. She mentored me on my personal leadership for seven years.

I could always rely on her to acknowledge my strengths and tell me the truth about my weaknesses.

My personal leadership development was focused on what she called “weak heartedness,” specifically not allowing the fears of other’s opinions prevent me from speaking
my truth. She quickly got to the heart of every problem. Although often hard to hear, she had a disarming way of speaking her truth yet not softening the message.

I am grateful to her mentoring and role modeling as it has paid off in all aspects of my life, especially in my work as an executive coach. Today, when I am working with leaders
I often hear her words coming through me as part of her legacy.

Bringing out the Best in Others

The timeless wisdom of Angeles Arrien supported the personal and collective leadership development of many people. Among her many gifts, she was able to bring out the
best in others through the power of positive sponsorship. Cultivating positive sponsorship is important for a mentor, leader, manager, coach or even parent.

Four traits for expressing positive sponsorship are:

  1. The compassion to express genuine understanding, concern, patience and tolerance for others.
  2. The strength to deal with problems in effective ways, to give appropriate and honest feedback when necessary, maintain boundaries and make requests.
  3. The quality of playfulness allows learning to be easier and more enjoyable. By looking at the humor of our situations and using a lighter touch we can expand
    beyond our limitations.
  4. Being centered in order to stay balanced, flexible and open.

No matter what stage you are in your career, most likely you have received some mentoring either formally or informally from someone.

Who would you like to thank for supporting your growth? How did their support change you or your life? Where is your opportunity to be a mentor?

Meet up with Carolyn Godfrey at HR West 2017!

    Tags:  Carolyn Godfrey  HR Management  HR West 2017  leadership  mentoring  Mentorship 

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    Posted By Editor, Wednesday, November 16, 2016

    HR West 2017 Emcee – Ann Tardy, JD, CPA

    An organization that creates a structured Mentoring Program is committed to the success of its people. And when people engage in that program, they are not only reciprocating a commitment to the organization's success, they are committing to their own success.

    Mentoring Impacts People's Success

    Through mentoring people discover new ways to approach situations and solve problems. As a result, people are essentially learning from each other's mistakes to become more effective. Not surprisingly, statistics reveal that mentoring results in a

    94% increase in personal and professional effectiveness.

    In addition, because one person exhibits a commitment to another's success, mentoring has been shown to motivate 95% of people involved towards excellence.

    Studies also prove that when someone is trained in a new task, their productivity increases 24%, but when that person is trained and mentored in that new task, their productivity increases 88%. Clearly we learn through education, but it's through exposure and experience that our learning increases exponentially. Mentoring offers such exposure and experience.

    Finally, because mentoring offers people visibility at various levels and in different departments that they would not otherwise have under normal circumstances, mentoring is one of three most effective strategies for increasing diversity.

    "Programs that assign responsibility for change and that connect promising management talent with mentors seem to hold the best hope for increasing diversity."

    Frank Dobbin, Harvard University sociologist

    Challenges of Mentoring

    If mentoring is so essential to people's success, then why aren't more people naturally mentoring each other in everyday interactions? Because we don't know how. We were never taught how to mentor or be mentored. Being effective at mentoring is not an innate talent.

    But it can be taught. And that's where company-generated, structured mentoring programs work their magic.

    Importance of Structured Mentoring Programs

    Mentoring programs provide people with the "how." They create the structure people crave in order to be effective while giving them the tools they need in order to be successful. Structured mentoring programs invite people to participate who might not otherwise consider it, train those people on how to engage in mentoring where they might not otherwise know how, and then give them plenty of opportunities to practice their mentoring skills when they might not otherwise prioritize it.

    To be effective, it is critical that a mentoring program includes the 5 S's: Strategy, Scalability, Sustainability, Simplicity, and Significance.

    Strategy: an effective program strategically drives organizational goals while contributing to people's success.

    Scalability: an effective program is able to scale from a small pilot to a large pool of participants without deterioration.

    Sustainability: an effective program sustains momentum in spite of daily crises and other priorities.

    Simplicity: an effective program is simple to administer and simple to participate in.

    Significance: an effective program is significant in its impact at an organizational level and at an individual level.

    To ensure the 5 S's, successful mentoring programs start small and launch with a pilot. This allows for feedback, adjustments, and fine-tuning before inviting more participants to engage.

    And the most successful mentoring programs start at the top of the organization. Leaders commit to mentoring by engaging in it themselves. In so doing, they learn about mentoring while contributing to the success of their own program.

    From there, the mentoring program is strategically rolled out to different levels and departments to ensure sustainability and effectiveness. Eventually, the program is scaled to include all employees in an organization.

    Mentoring Culture

    Essentially companies create structured mentoring programs because they aspire to have a knowledge-exchanging, mentoring culture. A culture in which people are inclined to contribute to the growth and development of their peers. A culture in which people crave to share their knowledge to benefit others. A culture in which people are hungry to learn from others to improve themselves and the organization. In a mentoring culture, everyone wins.

    Join Emcee Ann Tardy at HR West 2017!  


    Since 2005, Ann Tardy's company, LifeMoxie has been partnering with leaders to elevate mentoring and leader development from a dim-spirited "program" to a strategic, valuable business initiative.


    Tags:  HR leadership  HR Management  HR West 2017  HR West Emcee  Mentorship 

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